Managing Costs
No one wants to make a bad hire.
But nearly 3 out of 4 employers say they’ve hired the wrong person. Yikes.
It is no secret that bad hires are expensive. So… why is it so pervasive? Why is everyone still making bad hires?
Just hire better people, simple right?
Not so simple, it turns out. While it is a complicated issue, the answer likely lies in your hiring process. Putting in the work to improve here will benefit your culture and your bottomline. People are your most important asset.
The goal should be to be super selective and quickly identify the best candidates.
Your recruiters are not mind readers. Hiring managers need to know exactly what they’re looking for instead of relying on a job description that is likely outdated or just not specific enough.
Solution?
Try using SmartRank.
✅ 100% of applicants are screened
✅ Applicants are stack-ranked to show you top talent for your specific hiring manager and role
✅ No resumes = no subjective interpretation of skills or qualifications
Uncategorized
Let’s face it, if we’re all being honest, most recruiters don’t know EXACTLY what qualifications the hiring managers are looking for in the roles they’re hiring for.
Why is that?
Well, most recruiters are not (nor should they be expected to be) subject matter experts for every role they’re hiring for, and they’re usually not clairvoyant so they can’t read the mind of the hiring manager.
Instead a recruiter has the joy of using vague job descriptions and intake meetings. Both of which only capture the surface of what is really needed for each role. Then they have the joy of reviewing a bunch of résumés, which also has vague, surface-level information.
The good stuff…the stuff that removes subjectivity and ambiguity…the stuff that helps improve hiring manager engagement…the stuff that allows everyone (including the applicants) to know who is actually qualified and who is not…is the stuff UNDER the surface, the detail, the “meat & potatoes”…the good stuff!
Here’s an Account Executive example of typical ambiguous job description jargon that doesn’t mean anything:
– Ability to manage complex sales cycle
– 2+ years sales related experience
– Excellent communication and presentation skills
– Outstanding proficiency with MS Office, specifically PowerPoint
– Good business acumen
– blah, blah, blah
That’s like 30% of the population in those examples! Applicants are going to interpret what that means 50 different ways. Recruiters and hiring managers are going to be frustrated and scratching their heads wondering why there are so many unqualified applicants.
What if you could just get this type of information given to you by every applicant for that Account Executive role. This would be an example of just one applicant:
– Spent most career selling to Medium Enterprises (1,000 – 5,000 employee companies)
– Spent most career selling to the “Mid-Management Level (Sr. Director, Director, Sr. Manager, Manager)”
– Last sales role ADS (avg. deal size) was $10,000 – $25,000
– Last sales role 75% of revenue came from existing clients
– Conducted own demos at 3 previous software companies
– Minimum Salary Expectation: $85,000
Now that’s information that’s actually useful.
Stop living and working with 1998 technology and tools…there is a better, easier, and faster way to screen applicants!!!
Check out the comments for two more great examples.
Candidate Experience
? “Stressful” and “time-consuming”
Do these words describe your applicant experience?
If you’re thinking the answer is “no”… are you so sure about that?
3 out of 4 job seekers are frustrated with the process.
Could you be losing out on great talent?
Leadership
This is one of my favorite speeches of all time. I feel like this speech captures exactly how I feel about life. Nothing more here…I hope you enjoy it and receive as much inspiration from it as I have.
“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.”