Hiring: 80% is the New Perfect Score
Like searching for a partner in life, hiring is all about finding the “perfect” person. Everyone wants someone with the right character, qualifications, and experience.
More often than not, setting their sights on that “perfect” person leaves employers (and singletons) high and dry because of one simple truth: There is no such thing as “perfect.”
Exceptional Recruiters have a solid hiring strategy, which reflects current hiring trends. They incorporate key stakeholders in the decision-making, an accurate and thorough job description, as well as, vetting their robust network of passive and active candidates with a solid assessment and screening process. Their expertise allows them to perform this juggling act while under the strain of limited time, a fixed budget, and a laundry lust of “must haves” employers are looking for in their hire.
Even with this strategy in place, an exceptional recruiter will fail to find the perfect candidate.
However, if you, the employer, remember these three KEY pieces of advice, your recruiter will find someone who is “close enough”, and that will be more than “good enough.”
There’s no such thing as “The Purple Squirrel”
In an ideal world, employers would easily find candidates who check off 100% of the boxes. TurningPoint founder Ken Schmitt explains, “In my 19 years of recruiting—across a wide variety of functions, industries, and company structures—I’ve found it is nearly impossible to find a candidate with every skill (hence the term “purple squirrel”). But remember, purple squirrels don’t exist. There is always some compromise required to fill most positions. The hiring process has always been tough. It’s especially difficult in today’s job market. The average staffing agency only fills about 35 percent of job orders. This number increases when you work with specialized search firms like TurningPoint (96 percent is our average). Employers must be willing to prioritize their needs, focus on mission critical skills, and follow our process.”
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Decide what really matters
Smart employers know finding a new hire who meets their experience, skills, and compensation expectations is impossible. They prioritize what the ideal candidate “must have” versus the skills that can be learned. Not every skill set or experience holds the same weight. Employers must prioritize qualifications and experience into “Deal Breakers” and “Nice to Haves”. Ask yourself what is more important: experience in your industry or the in the role; a strategist or techtician; in-office face-time or meeting expectation regardless of location. Most importantly, ask yourself if saving a few pennies is worth losing a top-notch candidate who meets the majority of your expectations.
Set Reasonable Expectations
Regardless of experience or prior training, no one truly hits the ground running when starting a new job. All new employees need time to adapt to cultural and organizational changes. Developing a strong onboarding program gives employer and employee reasonable expectations for the first few months. Creating a program that addresses the learning curve tells new hires they are working for an organization who is invested in them for the long haul, not only the bottom line. Onboarding programs also benefit the employer. Employers who focus on retention from the get-go are more likely to have long-term successful members of their organization.
With record-low unemployment rates and headlines continually boasting “a candidate’s market” it’s easy for employers to panic. Many fear the lack of top talent available will force them to hire less qualified candidates. A simple attitude adjustment shows there are plenty of excellent candidates available and “close enough” is more than “good enough.”