Plan The Work, And Work The Plan… when it comes to your Recruiting Strategy.


“We’ve got to hold on to what we’ve got
It doesn’t make a difference if we make it or not…”


Here’s Why That Old Saying Is
Critical To Hiring High Impact Talent (HIT® )


Um, sorry Jon. But no.


While Bon Jovi may be happy to live on a prayer, that’s bad advice for your recruiting strategy.


You wouldn’t take a new product to market without a strategy. Yet, so many businesses who are at critical mass in their growth have no idea what their long-term (or even short-term) recruiting strategy is.


Having a vision is great. But if you don’t have a plan for how to achieve it, your vision could just turn into a dream with no reality. Don’t let this happen to you.


Five Major Reasons For Hiring Failures

In our experience, we can drill down to the five following reasons that small to mid-sized businesses have problems recruiting and hiring High Impact Talent (HIT)


  1. No or Poorly Defined Roles & Responsibilities
    Believe it or not, this is number on the list. Yet it is so fundamental. It’s understandable that you might not have all of the roles and responsibilities defined to a “T” but you need a solid idea of the need you have and what you expect from a new hire.
  2. No or Poorly Defined Metrics for Measuring Success.
    It’s not fair to you OR a new hire if you haven’t had a crystal clear dialogue with potential HIT about how, exactly, they will be evaluated and rewarded for their performance. Most companies think that if the new hire makes it past their 3-month probation, it was a successful hire. 
  3. No or Poorly Defined Sourcing & Screening Process
    Granted, hiring isn’t what you do. But you need a proven, watertight methodology to guide all the decisions required at every step of the way to get the result you want. Using the same process every time, for every position will increase your hiring effectiveness.
  4. No or Poorly Defined “Emotional Quotient” Expectations
    Having the talent is a must, of course. But temperament is also often overlooked just because you “scored” a ringer for your team. How the person interacts with reports, the executive team and your customers MUST be a key consideration. Don’t worry. You CAN have the whole package. You just need the discipline and process to get you there.
  5. No or Poorly Defined “Company Brand”
    A few weeks ago, we talked about reputation and how important that is. Reputation is part of your “Company Brand”. Put simply, your brand is a singular promise you make to your customers. But it’s also what you represent in the hearts and minds of your team members top to bottom in your business. We will be talking more about this in the coming weeks. 


If you want to learn more (or you just like Pat Benatar) you can read “Treat me Right – Your Reputation is Your Best Recruiting Tool here


“Our strategy for recruiting is similar to its customerrecruiting strategy
strategy.  We make our candidate experience similar
to our customer experience.  Our candidate formula
is Engage, Inform, and Transform, much like our
customer formula
: Attract, Sell and Wow.”

Kate McMillen – Talent Acquisition & Development Leader at Infusionsoft


Let Us Wear The Hiring Hat For You.


So, what can you do to avoid these mistakes and have a sound hiring strategy?


I counsel my clients all the time about being prepared for finding the right talent to achieve their goals. Leading or running a company is hard work. You wear a lot of hats. But I often find the Recruiting Strategy hat is missing from the rack.


At KeyHire we here to help take that off your desk and bring process and discipline to your talent acquisition needs. It’s okay if hiring isn’t your strong suit. Frankly, most company leaders are not the best recruiters for their own business. A recruitment strategy is your blueprint to successful sourcing, screen, interview, and onboarding new High Impact Talent. It should be a clear, concise and written document that everybody can understand and agree with. KeyHire’s three-step formula of Targeting, Engaging and Hiring can be the start of a great strategy for your business.


Let’s take a look at the elements of a successful recruiting strategy.


  • A Complete Written Analysis of Your Staffing Needs.
    You need to commit this to paper. What do you need? Really? Think hard about this. The answer is critical to your recruitment success.
  • A Written and Comprehensive List of Your Hiring Goals.
    Your goals might not necessarily be the same as your needs. You may find that your goals may be affected, even drastically, based on the talent you can uncover.
  • Your Budget.
    Sounds simple. Yet most business owners have no clue what the market rate is for High Impact Talent. While you can’t just “throw money” at your needs, you may have to evaluate (perhaps a couple of times) what “value” truly means besides money and perks.


There’s a lot more to this story and you’ll be learning more in the coming weeks.



In the meantime, stayed tuned in your talent.


tune into talent



Corey Harlock
Principal Consultant


Make Your Business Rock!


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