So often recruiters are accused of “stealing your best employee.” While it is true that we do present opportunities to your employees, the fact is, we don’t steal them. To the amazement of most recruiters, the vast majority of the time the employee already has a resume prepared and ready to go.
All we do is ask them if they would be open to discussing a potential career opportunity. Virtually 95% of the time the employee replies, “Yes.” Why would anyone not want to know what is going on in the market, have a discussion around their career or just get a feel for current compensation ranges? Even if they are completely happy in their current position, this is good stuff to know.
The important, and I believe the most relevant question is,” Why, out of the 95% that are open to discussing career opportunities, do roughly 10% indicate that they are happy with their job, and although it sounds like a good opportunity, they aren’t interested in pursuing it further?”
What do these 10% have that the other 90% don’t? That is something a recruiter has nothing to do with. They generally have four things, 1) they are learning in their current position, 2) they feel they are having some impact on the company, 3) they are growing, and 4) they respect their boss. When these four things are part of a person’s job, the best recruiter can’t get them to move.
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Communication, Culture, Growing Edges, hiring top talent, Interview questions, Interviewing, interviewing mistakes, Retaining top talent, staffing, Work ethic
Readers of this blog know that I have postulated that the model for high end sales has changed; accelerated away from the traditional models to a trust based model. This also applies to networking; no selling, only building a trusting relationship. A colleague questioned me recently as to why I thought this was the case. Is it really simply the economy that’s driving this change? My response that was “no, it’s more than just the economy, although the economy is certainly accelerating the change.” So what are the drivers?
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Communications, Interviews, Networking
If you are in HR or executive search, how many times have you heard a hiring manager say when referring to a hire that is under performing and about to be let go, “I don’t know why they aren’t performing, I told them during the interview exactly what that job is. I can’t figure it out.”
Most of you just thought to yourself, “Too many. More times than I can count.” or “Just about every time we had to let a person go before their probation period was over.”
Why? What went wrong? It should be obvious from the hiring manager’s comment, “I told them exactly what the job is.” The key word is “told.” My guess is that the candidate probably even replied, “No problem, I’ve done that before and can do it for you.” Well, with that level of assurance from the candidate, who wouldn’t hire them? After all, if the candidate couldn’t do it they would tell you, “Sorry, I haven’t a clue how to do any of those things, but I’m a fast learner.” and you still would have hired them. Right?
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hiring top talent, Interview questions, interviewing mistakes, Interviewing tips
One of the most frequent questions we get on hiring is, “What do I ask sales people to get past the BS?”
For many, hiring sales people is difficult. The fact is most sales people think they can sell anything, when in fact the sales processes are so different, many don’t actually sell as much as take orders.
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Interviewing, interviewing mistakes
