Recruiting Perspective

Firing up the troops is temporary.  Promoting positive thinking, PMA, and rah rah type motivation will provide a short term boost.  But a short term boost is not what we are after. Process works.  Strategy, focus, and putting the pieces in place to accomplish something works. Fire up if it makes you and the team feel good, but don’t forget the process. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

Recent reports show that we are experiencing a wage growth barbell.  Wage growth on the far ends of the income spectrum.  So the highest paying industry, Information Technology, is experiencing wage growth while the lowest paying industry, Leisure and Hospitality, is also seeing wage growth. This signifies broad based wage growth across the spectrum.  If this holds, it should lead to real economic growth.  A solid improvement in business conditions. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

No budget, no hire.  That’s the way it goes.  We get caught in situations where the budget just isn’t there, regardless of how good the potential new hire is. If you’re working to build a great team, you may need to get creative.  Would this hire impact the bottom line?  Will you be able to find an equivalent or near equivalent hire when the budget is there?  Budgets and plans can be changed.  If your focus is on building a great business, great hires need to be made when the opportunity is there. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

Great employees have an enormous impact.  They are fun to work with, make other employees better, and make entire teams more efficient and effective. They also make the environment much more attractive to potential employees and they make it less attractive for other good employees to consider leaving.  One great hire can be a springboard to building and keeping a great team. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

Does your hiring process work?  Look at past hires.  Was the process too slow?  Did you lose candidates that would have been better hires?  Was it too rushed?  Bad decisions made quickly?  Have you been bringing on mediocre talent, or worse? If the answers are yes, throw the hiring process out and start over.  If the process has been good, keep it and work to improve on any parts that haven’t worked as well as others.  If the results have been great, keep it and watch for any indication of anything that needs to be improved.  The hiring process is a process, a repeated activity.  Make it great and you’ll build a great business. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

You can make a hire when key decision makers disagree but can come to a compromise.  The way this typically works, one decision maker feels strongly about the skills that a candidate has and what they will bring to the table.  Another decision maker doesn’t feel that way, but settles.  We have to fill the position, hopefully this will work. What you can’t do when key decision makers disagree is have a great hiring process that builds great teams.  The key players have to be on the same page.  What’s the strategy?  What are we trying to accomplish and what talent do we need to get there?  If you build the hiring process from that point then you won’t disagree when it comes down to final decisions on candidates. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

Your best employee.  Would you miss them if they were gone? The answer should be yes and if it is you should take good care of them.  If the answer is no, you’ve got a lot of recruiting to do.  If they are your best and you wouldn’t miss them, then you probably wouldn’t miss any of the others either. If you are in good shape, you would probably miss a good number of them if they were gone.  The ones that you wouldn’t miss are your top candidates for replacement. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/