The following is adapted from Recruiting Sucks… But it Doesn’t Have To: Breaking Through the Myths That Got Us Here.

Every successful business leader knows that having the right people on your team is essential… Which is why having a proper recruiting process is so important.

But the problem is that many recruiters are taught a broken process. The process being pushed now is virtually the same one that has been around since the 1940’s. While the rest of the world has completely changed, the only difference in recruitment is that more technology has been thrown into the mix. It hasn’t improved the process, only sped it up.

With the economy in such a fragile state right now, we can’t afford to make a mis-hire. Now is the time to really scrutinize if our recruiters are using an effective process that allows us to make the right hiring decisions.

People Are Our Most Important Asset

As leaders, we need to think deeper about the people we are potentially hiring to join our teams. All too often we settle for the “best of the worst.”

We want to minimize our turnover rates, which begins by letting go of our ingrained habits and ideas about hiring.

Recruiters should focus more on the relationship with candidates rather than just aiming to check the required boxes. It can’t be treated as a transaction. We can’t allow recruiters to sacrifice quality for speed and convenience.

Whether your company uses a third-party recruiting company or has a department within, we’ve got to tackle and dismantle the myths that hold the recruiting industry hostage in order to improve our own hiring.

Look Beyond Skills

Despite popular belief, skills are NOT the best determining factor of success for a position. Rarely does a candidate fail due to a lack of skill.

Since recruiters already do a fantastic job of identifying candidates with the right skills, it would make sense to uncover the rest of the candidate too. They’ve got to understand their head and their heart, and if it aligns with your company’s purpose and needs.

When we hire for skills, we’re asking “can they do it?” But when we focus on their head, we’re asking “will they do it?” and when we focus on the heart, we’re asking “why will they do it?”

As Company Leaders, How Can We Help Recruiters Find the Right Head, Heart, and Skills?

Before an intake session with a recruiter, have your team prepare details that will help reveal what behaviors (head), motivations (heart), and skills a candidate may need to have. Remember that job descriptions don’t cover everything.

Consider questions about your company, like “where are we today? Where do we want to go? What’s standing in our way of getting there?” Define the purpose of your company.

Determine what stage your company is in and how developed your processes are in the role you are hiring for. For example, if you’re with a large company in a grown-up stage, perhaps you’d want someone who is good at finding and solving inefficiencies in a fully fleshed out system.

List measurable objectives that will need to be accomplished in the role. What goals will they need to hit after the first 30, 60, and 90 days?

Remember: People with Different Skills Can Create the Same Result

Don’t worry so much about if a candidate checks off every box on a long list of perceived requirements. Someone with basic skills, along with the right behaviors and motivations that align with your company’s needs and values could be the best employee you’ll ever have. On the other hand, a candidate could have all the skills in the world, but never achieve the results you’re looking for if their head and their heart is in the wrong place.

To learn more about the myths that are holding us back in recruiting and how we should do things differently, don’t forget to check out my book: Recruiting Sucks… But it Doesn’t Have To. Get your copy on Amazon today by clicking right here!


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