Don’t Be Overly Analytical With Your Hires: The 3 Best Kept Secrets in Recruiting

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I have run advertising agencies, a car wash business, a furniture refinishing company, and a Hollywood production house. I have hired and fired well over 500 people in the last 25 years. That number might even be closer to 1000.

Over the course of my years of relentlessly trying to find the best talent for the various fields I have worked in, I have uncovered three amazing secrets for finding great candidates consistently and repeatably.

But it didn’t start that way.

I used to hire on analytics alone, and I constantly found myself wondering why what looked good on paper did not work out in real life. I hired what should have been great fits, but often they weren’t. I hired on recommendations from others. I hired my friends. Goodness forbid, I even hired my relatives. (Not a good idea — trust me.) I hired on data, on cold, hard facts. I hired people with less than stellar resumes, and I hired people with amazing resumes. I relied, over and over again, on analytics to guide me to the promised land. Time and time again, I was met with failure.

I could not crack the recruitment code. What was going on? I was doing everything right. Analytically, it all looked like a bunch of great ideas. Why wasn’t I finding great people?

Some years ago, I decided to try something new. I started to hire according to what I call “The Creator Mindset,” a creative way to look at the recruiting process. This method did not replace the analytical approach. Rather, it supplemented analytics, thereby allowing me to use more than half of my thinking power to make hiring decisions.

This creative technique worked for me — and as it turns out, it can work for everyone. When we think analytically only (like I did for years), we cannot begin to tap the full range of our potential. That requires thinking with both our creative and analytical capacities. If we stick strictly with analytics, we will continually be disappointed by the quality of our appointments.

1. Go Army/Navy/Air Force/Marines

When looking creatively at recruiting, you have to start looking for talent in places others are not looking. Personally, I found a great pool of talent — consistently and repeatedly — by looking at veterans of the United States Military.

Folks who are out of the military and ready to return to civilian life have some amazing skills, developed through years and years of unique training, that can work wonders when transferred to the private sector. Unfortunately, many employers fail to see the full potential of military vets. We shy away from these candidates because they may not seem like obvious fits on paper, but they can often be perfect fits in a variety of fields, from manufacturing to medicine.

Look for military veteran hires and you will uncover one of the greatest untapped sources of wealth in recruiting.

2. Don’t Settle for a Linear Pattern of Experience

Creatively assessing a candidate means looking beyond their industry-specific experience. History is filled with candidates who do wonderful things in fields where they have no prior experience. Take Abraham Lincoln, who lost two Senate races before becoming an iconic president, or Dan Akerson, an outsider from the telecom business who ran GM profitably while others in automotive were losing money.

When recruiting, look for deeper context and broader expertise instead of just industry-specific experience. Some of my best hires ever had never worked a day in the industry they were hired into! This is where fresh ideas come from and where practices and processes popular in other fields can be applied to your industry with innovative results….

Source: – Daily Articles and News

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