September 15, 2014 by Casey Coffman in Management & Leadership
- Answer this question: Why would I work for you? Present what you feel the answer should be to a bright non-candidate that will tell you the truth. Get his/her feedback on how compelling the answer is. Like in selling anything, your reasons may mean nothing. People buy for their reasons.
- Don't wait until you have to hire. Your minimum behavior should be 4 conversations per month with candidates.
- Do all the skills assessments, behavioral evaluations and profiles you can and believe the results. Passing on a false negative is less expensive than waiting for a positive result/screening.
- Make sure you get turned down at least once, so you know you're shooting high enough.
- Make sure you have a completely independent 3rd party do an interview with you watching before you hire. Many times my client will turn to me after this interview and say "I don't know what I was thinking."
- Make sure the person hiring is as smart and more confident than the candidate who is being hired.
- The real interview is the first 90 days: If you see any early warning signs in first 90 days, release them.
- Have a legit and clear career path, comp plan, and a thorough on-boarding training program candidates can see. For 20-somethings this is critical!!
- Do not let them call on clients until you are sure they are a good fit. Have them mirror someone until you are sure they are a strong hire.
- Do not hire someone out of work. Period!
- Make sure you need to hire; things change. Just because you always had 8 account managers doesn't mean you need 8 now. You may need 15 or 2, or none at all.
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