No priority is more important to your business than hiring top talent. Yet, when it comes to hiring, many managers put recruiting tasks at the bottom of their "to do" list. Here are three reasons why recruiting it should be at the top.

 

Recent research shows your company’s top performers generate 80% of your business results. Google studied their high performers and found they make a 300X greater business impact than other employees! Recruiting research also shows that the top 10% candidates are gone from the market in 10 days or less!  What does that mean for your company? Your hiring managers must review resumes promptly and schedule interviews quickly to successfully hire the best available talent. If they wait, even briefly, top candidates will be taken by your competitors or will be more expensive to hire because they’re pursing other options. 

No matter who is involved in the process in your company, your hiring manager really drives it. Without the manager’s committed involvement, the chances to capture the top talent you want and need can be few. Also remember that successful recruiting hinges on the hiring manager’s ability to ensure everyone involved knows and understands the "true" requirements for the job your company is trying to fill.  

 

When managers "own" the need and desire for results, the chances for success skyrocket. Having "skin in the game" significantly increases the chances of a better selection process and hiring outcome. 

Creating this sense of personal ownership in the process can increase the likelihood the hiring manager, and others involved, will invest in mentoring and managing the new hire.  Having a system of continual and detailed reporting can be invaluable in building this ownership feeling.  After all, we all know that "what gets measured gets done." Ultimately, the impact of personal ownership means a greater likelihood of long-term employee retention.  

 

I know a President for a General Contractor who started a weekly recruiting call with all hiring managers. We helped them create a report listing all open positions, hiring activities since last call, next steps, number of interviews, outstanding items and manager assigned. Soon it became obvious which managers were successful and which were not. But more importantly, this process increased accountability and improved hiring results.

Need clarifications or more information? Have any questions?  Get the answers you need. Call Kathy Cole, at 630-282-7747 or email her at kcole@dkcole.com.