Talent is always the catalyst of success.
This is never more true than today and has been proven time and again by those companies that rank recruiting and talent search as their number one priority, year in and year out….Companies like Apple, Disney, Nike and Google all maintain a commitment to hiring top talent and place it at the front of the list when asked about the most important factors to building peak business performance. These organizations are also all on Fortune’s list of Most Admired Companies, and bringing great people to the team that contribute meaningfully to the spirit of the mission and fit well with the whole is a principle reason why.
Does this mean such organizations never make bad hires? NO! What this means is that these companies work diligently to avoid mis-hires. By training their managers on best hiring practices and adhering to company wide guidelines around how to recruit, interview and select candidates, these market leaders proactively set the bar higher than other competitive organizations.
It is imperative to have a great hiring system in place. While other resources can and should be used in this process development, we lay the groundwork here to set up a proper recruiting and interviewing structure.
Why? Mis-hires are Too Costly
Most people do not understand the severity and cost associated with hiring the wrong person for a job. According to Dr. Brad Smart of Topgrading.com, approximately 25% of all managers are top performers, which translates to a 75% mis-hire rate for leaders alone. It would not be hard to postulate, then, that bringing failed leaders to the team mean they will likely do a poor job of recruiting and retaining great talent, compounding the issue.
In his book Topgrading, Smart estimates the cost of a mis-hire ranges between 5X and 24X an employee’s compensation. Conservatively, the overall cost of mis-hires for managers to the US economy has been estimated at $864.5 billion annually. Remedying this might not cure our national debt and help propel us out of recession, but it would certainly go a long way to reduce it.
The causes of mis-hires are many, but the top 7 reasons are:
- No clear definition of the hiring requirements. What are the MUST HAVE talents and skills?
- No clear ownership of the hiring process. Who is ultimately responsible for, and therefor accountable to, the hire?
- Reliance on one person to make the decision for the hire. Who else interviews?
- Hiring for functional attributes ONLY. Do they fit in with the team or group?
- Hiring based on interview only. Are they really who they say they are?
- Lack of thoroughness in the process. Who validated their claims? References?
- Poor onboarding. How do we acclimate them to our team / company / products?
Referrals – Whether it’s your top manager or your top salesperson, the old adage of “birds of a feather flock together” generally rings true. Not everyone that gets referred should be hired, but make it a practice of asking for them so employees send them over….
Oh, and by the way, reward them when those great referrals do get hired! Some companies are willing to pay a recruiter $30,000 or more for a hire yet are not willing to pay their own employees. Good talent is not cheap. Invest in your own team members when they bring you great recruits. It builds your talent brand.
Job Board / Careers Sites – While most sites will flood you with “active” candidates, there are still some good ones that troll the job boards. Boards like indeed.com, which was purchased by Tokyo based Recruit Co. Ltd. for $1 billion, scour the internet for open positions and then aggregate them back to their own site. Indeed, seems to be the most active job board; and while LinkedIN is trying to build a business around their recruiting platform, experts suggest that Indeed has a stronger hold on the market… for now.
3rd Party – Whether it is through contract services or third-party agency, recruiters still have a very strong impact on hiring today, maybe even more so. There are many reasons this could be true for you, but the primary reason is that good niche executive search firms have connections and relationships most hiring managers are missing.
How? Because their livelihood is knowing who the players are in a given market and building rapport with them so that when an opportunity comes up that’s a match, they can call them and potentially represent them to a company. By knowing more peak performers in an industry, macro and micro markets, recruiters remain relevant even in this digital age and especially in the face of a preponderance of available talent the pandemic has created.
It is time to get really serious about your hiring process.
Our team is here to help.
At Cerca, we are professionals working with professionals to fine tune talent branding to achieve Peak Performance. If you are a leader looking to expand your team with Top Talent focused on delivering work in which they take pride, and you can be proud of, every day, then we would be privileged to help you in the process. Having been pros ourselves in the fields where we focus, we know the ins and outs of the companies, the business and the customers.
Partner with the group that can talk shop and gain rapport with the pros who will lead your business into the future. Let’s figure out what is going to help you in your quest to select those “A” players that will provide you a 10X return on your money. Just email me today at firstname.lastname@example.org, and we will begin the process of connecting you to Allstars that will help you set records.
Scott Rivers is the Managing Director of Cerca Talent+, a talent agency for the Oncology, Genetics and Life Science Industries. Scott’s recruiting experience extends into the areas of Diagnostics, Equipment and Device, Genomics and BioInformatics. His team manages recruitment for businesses focused on these areas in all roles.
As a leader who has worked at every level of commercial, medical sales and global marketing, Scott is an intense professional who partners with organizations to fine tune talent branding. If you are a leader looking to expand your team with professionals who are focused on delivering work in which they take pride, and you can be proud of, every day, then Scott would be privileged to help you in the process. Having been a professional in the fields where you focus, Scott knows the ins and outs of the companies, the business and the customers you are working to come alongside.
Cerca Talent+ is a full-service Executive Search Firm with a strategic focus in the areas of Clinical Diagnostics, Molecular Diagnostics and Oncology, Genomic and Genetic Medicine. Our clients choose Cerca because of our deep understanding of the industries we serve. They continue to work with us based on our extensive market knowledge, vast connections and quality of results.
We Provide Top Talent to create Peak Performance. That’s a good match for any company. Partner with the group that can talk shop and gain rapport with the pros who will lead your business into the future. Email Scott Rivers today at email@example.com, or call direct at 201-594-2101, and we will begin the process of finding you Top Talent guaranteed to help you set records.