Recruiting Perspective

It’s not a secret and it isn’t hard to figure out, but many recruiters have no clue. Hiring managers don’t want to read a lot. They don’t want to sit around listening to your sales pitch. They can’t stand the idea of weeding through resumes of mediocre candidates. They have no interest in interviewing candidates that can’t be the one they will hire (whether that is because of a lack of qualifications, desire for too much money, or skeletons in the closet that will come out). They don’t want to waste time. What they want is the candidate that they want to hire, right now, without any additional time or headaches.  You can’t always make it one candidate, right now, easy hire…..but if you can be really efficient and have complete respect for the hiring manager’s time, you will be giving the hiring manager exactly what they want. todd@toddkmiec.com https://www.facebook.com/Todd-Kmiec-and-Associates-194864617211094/

Incredibly, we’ve seen a couple of situations lately where a new hire walked off of the job after or even during the first day. One of the hiring managers asked, “who does that?”  The answer, of course, is someone that you don’t want to employ.  Walking off the job without having a conversation with your supervisor says a lot. Character matters and it’s impossible to hide from. todd@toddkmiec.com https://www.facebook.com/Todd-Kmiec-and-Associates-194864617211094/

Building a great team is not easy.  There are no shortcuts.  Recruiting plans tend to be more fly by the seat of your pants in nature.  I need this, get it for me now. A great recruiting plan focuses on continuously finding the best talent you can for all of the roles you need to fill.  If you can’t be patient on a given role, you may have to settle.  But overall, the effort needs to be sustained and resilient.  Top talent doesn’t always move easily and doesn’t always move now.  Sustained focused effort is the key. todd@toddkmiec.com https://www.facebook.com/Todd-Kmiec-and-Associates-194864617211094/

One adage in baseball is that you never have enough arms.  What it means is that pitching is important and good pitching is always at risk.  One of your pitchers might get injured, or might flake out.  A minor hitch may cause one of them to lose the strike zone.  A situation can come up where you just need a slightly different skill set, and then you realize that you need that skill set regularly. Same thing in recruiting.  If you’ve built a great team and they are performing beautifully, you still can’t let down your guard.  You never have enough arms.  Even if you don’t bring them in, you have to keep the pipeline full and the best possible additions in your queue. todd@toddkmiec.com https://www.facebook.com/Todd-Kmiec-and-Associates-194864617211094/

We like to use the term passive candidate.  We don’t want to hire someone who is looking for a job, we want passive candidates. But it’s not an either or thing.  A truly passive candidate isn’t taking your call.  They aren’t open to a change.  At some point, things may change for that candidate and they become open to at least talking, possibly considering a change. What you want is a partially passive candidate or a mostly passive candidate.  Someone who is good and doesn’t need to make a change but who has come to realize that considering your opportunity may be best. todd@toddkmiec.com https://www.facebook.com/Todd-Kmiec-and-Associates-194864617211094/

You know the guy who is always joking around, even while working?  What about the one that is always serious, focused, no time for additional conversation?  He’s too this.  She’s too that.  They don’t fit the company culture.  Unless they do. Your company culture is your culture and successful teams don’t all have the same culture.  Talented people in the wrong culture won’t thrive.  Not like they will in the right culture.  If you’re building a great business, the candidate pool is limited to the people that have the qualifications that you need and who fit your culture. That’s a smaller pool, but well worth focusing on and expanding your reach to find. todd@toddkmiec.com https://www.facebook.com/Todd-Kmiec-and-Associates-194864617211094/

Millennials are now the largest generation in the work force and they are largely underpaid.  That says a lot. Hiring younger, less experienced, workers to replace more experienced, more expensive, workers is nothing new.  It’s a business decision that in a lot of cases makes the most sense.  The numbers will tell if accomplishing nearly as much with a much lower salary will improve the bottom line.  And, of course, the less expensive employee may improve to the point where they are accomplishing more and still at a lower salary.  Re-setting the salary bar at a lower level can be very beneficial. The difference now is, it’s being done a lot more.  That has kept wage growth in check for quite some time, and may have slowed the productivity of businesses and entire industries.  At some point, things will balance out.  Millennials need to be productive and they need to earn more. todd@toddkmiec.com https://www.linkedin.com/in/toddk...