“Nothing is more important or can have a greater impact than the people you hire.” – Brian Tracy
1. Plan Carefully Before You Recruit: Take the time to think and plan thoroughly before starting the hiring process. Clearly define the skills, values, background, and education required for the open position. Knowing exactly what you need will increase the chances of finding the perfect match for your organization.
2. Understand the Cost of Turnover: Track the annual cost of turnover in your company to comprehend the impact of losing valuable employees. Knowing this cost will help you justify investing in hiring tools that can reduce hiring mistakes and employee turnover.
3. Leverage Your Referral Network: Your network of people you know and trust can be an excellent source of referrals. Publicize your open positions through various channels and give attention to your referral network, just as you do with ads and recruiters.
“People influence people. Nothing influences people more than a recommendation from a trusted friend.” – Mark Zuckerberg
4. Create Recruitment Cards: Design special “recruitment” cards that you and select individuals in your company can hand out to impressive individuals you meet. These cards can create awareness about job opportunities in your company and attract potential candidates.
5. Consider Hosting a Hiring Seminar: Start your hiring process with a hiring seminar. This proactive approach can attract a large pool of applicants and help you identify potential candidates with the right skills and interests for your organization.
6. Act Swiftly on Decisions: When you find an excellent candidate, make a timely decision. Top talent is often sought after by multiple companies, and delays may lead to losing your ideal candidate to a competitor.
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7. Develop a Written Hiring System: A well-defined hiring system is crucial for the success of your recruitment process. Put your recruitment and hiring procedures in writing to ensure consistency and efficiency in finding the right candidates.
“Great vision without great people is irrelevant.” – Jim Collins
8. Send Rejection Letters: Always send rejection letters to candidates who were not selected. It’s not only courteous but also leaves the door open for future opportunities. The candidate you didn’t hire might be a perfect fit for a different role in your company or even become a valuable ally.
9. Utilize Scientifically Validated Hiring Solutions: Incorporate scientifically validated hiring solutions as a screening tool to make informed decisions. Advanced technology can help you avoid a significant portion of hiring mistakes, leading to better hiring outcomes.
10. Unmask the Real Candidate: Interview situations often lead candidates to display “dating behavior,” presenting themselves as the ideal employee. Assessment solutions used during the hiring process reveal a candidate’s true nature, enabling you to make accurate hiring choices.
“Hire character. Train skill.” – Peter Schutz
By following these tips, you can build a solid hiring process that attracts top talent and minimizes hiring mistakes. Remember, the people you hire can be the driving force behind your company’s success and growth. Invest time and effort in recruiting the right individuals to steer your organization towards a prosperous future.
Bob Norton is a long-time Serial Entrepreneur, CEO and investor who founded six companies with four exits that returned over $1 billion to investors for a 25X ROI. Two others are still in development. He has trained, consulted and advised thousands of Entrepreneurs, CEOs and boards since 2002. Mr. Norton works with companies to 2X to 10X growth rates and valuation using AirTight Management™, the world’s most comprehensive Leadership Operating System. He also helps companies raise capital to fund growth. He is also the Founder of The CEO Boot Camp™ and Entrepreneurship University™ for early-stage companies that have not reached product-market fit and $1M ARR.
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