Most have heard that hiring is a PR event. You should make sure that, whether you hire the person or not, they leave your company wishing they got the job. That way, they will speak highly of your company to others that might want to work there. This is especially true in small industries and communities where everybody knows everybody else.
The last thing you want is people telling future potential employees how bad the company or hiring manager was when they interviewed and that they would never work for that hiring manager or company.
Not good PR if you plan on attracting top talent to your company. In fact, a great way to ensure top talent will work for your competitors.
I don’t think some (not all) companies or managers recognize the same principles apply when laying people off or even firing them.
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“The cost of a bad hire rarely impacts an organization, however, the value of a great hire can often transform an organization.”
As executive recruiters, we hear about the “cost per hire” regularly. It seems like every time HR calls, this topic comes up. However, I would suggest that a far better discussion for HR to have is on the “value per hire.” Having this discussion not with recruiters, but with the CEO is a far more meaningful and beneficial discussion. It not only helps justify that HR contributes revenue and value to the organization, but it also brings HR in as a strategic partner.
This also goes for the CFO of the organization, who should work with HR to help determine a way to calculate the value of a hire.
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Business guru Peter Drucker has said, “Of all the decisions an executive makes, none are as important as the decision about people because they ultimately determine the performance capacity of the organization.” Warren Bennis, professor of business at the University of Southern California and author of Managing the Dream, calls the search for top talent “the most significant problem facing all organizations.”
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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
In just about every in-house company workshop we conduct on hiring, ( See our University for workshops), sooner or later the topic of reference checking comes up. Usually someone will ask, “Isn’t reference checking a waste of time? After all, the person is only going to give you someone that will say positive things.” As with many hiring managers today they are checking references the same way they have been for the last 50 years.
This comment is valid if you are going to do the standard reference check. You know, the one that asks the same questions Moses asked when he checked references. Such as:
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“The road to hell,” as they say, “is paved with good intentions.” How true is that? In my life, it rings true.
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Growing Edges, Leadership, Management
