Terry's Blog | Daily strategies, insights and inspiration to help you achieve your potential

Employee Recruiting

High-performance new hire candidates consistently put continuous skill development at or near the top of their criteria for choosing an employer.  Survey after survey report that money is never among the top three criteria.  Keep in mind, these are High-performance job candidates; the type you should be seeking.   #employeerecruiting   #highperformance 

Organizational Talent

The most valuable talent you can bring into your organization is an "idea person."  In order to keep ahead, you need to be able to access and use your creative ability to help your organization address its challenges by continuously coming up with new ideas.

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Attract Top Talent

When attracting top talent to your company, if you can't compete on salary, don't focus on salary.  Focus on what makes you different.  People want to work for Google because it's Google.  Talk about what your company does and what it stands for.  Does it sound like a place where people want to work?

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Pay For Performance

When you pay people on a performance basis, you are better able to attract the right kind of people;  people who believe in themselves with the motivation to get better.  Employees are not created equal.  So why pay them like they are?

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Employee Referrals

What percentage of your new hires are employee referrals?  If that percentage is low, why is that?  What does that say about how your employees view your company?  I have one client with a 82% employee referral new hire rate.  Since we're talking new hire referrals remember: it takes A-players to recognize A-players.

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Talent = Talent

Talented people know and hang out with talented people; "birds of a feather."  Continuously ask the people you respect: colleagues, suppliers, customers, etc., "Who are some talented people you know that my company should hire?"  People you interact with everyday are some of the most powerful sources of talent you will ever find.  Recruiting talented people should be an everyday strategy executed by everyone in your company.  You can never have enough talented people.  The team with the best players, playing together as a team, wins!

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A-Players

Finding A-players begins by setting the bar higher.  And unless you're willing to do that you will remain a mediocre company with underperforming results.  Which is exactly what your competition is counting on!

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The Amazon Way

As Amazon CEO Jeff Bezos, one of the most impressive corporate value creators in recent history, put it in 1998, "Setting the bar high in our approach to hiring has been, and will continue to be, the single most important element of our success.

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Finding High-Potential Employees

Examine how and from where your organization's existing high-potentials came from.  Did they come from the same place?  What characteristics, if any, do they share in common?  Your current high-potentials are likely to have friends who are like them.  If you encourage your high-potentials to refer their friends to join your organization, there's a good chance that you will attract more high-potentials.  Take advantage of your current high-potentials and involve them in the recruiting process.  Studies have shown that one high-potential employee can out-perform three average employees.

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Determining Job Fit

A company must define the particular job skills it needs, and recruit and evaluate candidates accordingly.  Look for these three competencies: 1) Job-based competencies: What specific capabilities does the job require?  What are the next jobs the candidate is likely to move into, and what capabilities are required for those positions? 2) Team-based competencies: Does the candidate have the skills to succeed within a team?, and 3) Organizational-based competencies: How well will the candidate fit into the organizational culture?

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