Recruiting Perspective

What’s possible is so much more than what we are typically going for, what we are currently positioned to do. Business shouldn’t just be about making a profit, solid average growth, making it work.  It should be about What’s possible.  If you could bring in the right talent, build a certain team with certain skills, what could you do?  What could you build? Figure out what’s possible and go build it. Todd Kmiec https://www.linkedin.com/in/toddkmiec/

Maybe it’s more like little skirmishes in individual situations, but it’s happening.  Josh McDaniels, the New England Patriots Offensive Coordinator, was said to have accepted the head coaching position with the Indianapolis Colts and then changed his mind and turned it down. Did McDaniels get a counter offer?  Sounds like it.  He’s not the only one.  Any time you get unemployment down to pretty low levels you are going to have some degree of a war for talent.  Companies are growing and they need talent.  They all want the best talent they can get and the candidate pool is too small to satisfy everyone. In this scenario, you have to compete.  Money is part of the equation.  It’s not everything, but it’s part of it and you have to decide what salaries make sense for your business and consider increasing those numbers if you are losing candidates based on money.  Your story is a big part of it too.  There is significant value in a...

Most jobs, not all….. but most, that you recruit for require a college degree.  This is a basic first requirement for a lot of searches that recruiters work on.  Most of the time, required means required.  Must have. Sometimes, degree required means degree preferred.  For the right candidate with the right skills and background, we can deal with them not having a degree. Two thirds of adults in the US do not have a college degree.  That’s a startling statistic when you spend much of your life looking for people with certain skills that have to have a degree.  What that tells is, degree required does seriously limit the candidate pool.  And, changing to degree preferred will seriously expand the candidate pool. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

The right fit is not always there on your schedule.  Too many times, in recruiting, we run into a friend, acquaintance, or candidate that is looking for a change and they want or need it to happen now.  Out of a job, can’t stand where I’m at, finally realized that this isn’t the right fit or best fit for me. This is your schedule and the rest of the world doesn’t adhere to your schedule.  While there is surely a better fit available, it may not be the right fit, a great fit.  All candidates should land in the right spot, a great fit.  For that to happen, they’ve got to be aware, at least open to considering the fact that the right fit may just be coming available now. That’s not the same as always looking for a change.  It is simply understanding that it’s a big world with a lot of moving parts and the right fit may come available at any time. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

Reliability isn’t just important.  It’s a must have.  Nobody wants to hire unreliable people and nobody wants to work for an unreliable boss or company.  Unreliable is bad business, plain and simple. If you don’t show up for the interview, or you show up late, or you don’t do what you said you would do, you’re sending the message loud and clear. In the interview process, you can’t always see reliability.  But you can’t miss unreliable. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/

The other day I heard about a friend of a friend who had been out of work.  This was a company move and layoff because of the move.  No fault of the employee, and by all indications a pretty talented guy. Regardless of the talent, he’s been looking and hasn’t found anything for about six months.  He is an experienced candidate and he interviewed recently for an entry level role.  Not the right fit.  The company is interested in him and willing to hire him at the entry level or near entry level rate.  This would be a good $40,000 less than he was making before. It’s a decent sized company and there is room to move up, so my friend asked why he wouldn’t take it.  The thought process is, he needs to work and he can move up.  The problem is, he re-sets the bar at the lower level.  On his next move, internally or externally, he’s at that level and the comp offered will be based on that.  It’s a long haul to get back and nobody every ...

How will your business look at the end of 2018?  Hopefully better.  If things are good now, you still want better.  Better parts, better business. Companies are putting plans in motion to improve this year.  Those plans will involve a lot of recruiting to replace weaker parts and to add businesses, product lines, or divisions.  Identifying key areas for improved or additional talent is critical and will lead the way to a better business by the end of the year. todd@toddkmiec.com https://www.linkedin.com/in/toddkmiec/