How to Hire "A" String Employees

There are people working in your company who were hired after a half hour interview, - twenty years ago. Luck. Dharma. The force. Could happen. It's just not the recipe to build a great company. Here is a more serious take on how to hire A string players. Some ideas!

1. A resume is the story of a life. It is a snapshot of a human being. If it's not authentic, then the candidate is not authentic. If it's confusing, or devious, or withholds information, that's also the character of your candidate.

2. You can hire either for skills, potential, or charity. It's when you confuse your motives that things don't work out.

3. People don't change. If you know anyone who has changed for the better, with age, - tell me, - I'd like to meet them. People change less than we all think.

4. In an interview, ask yourself, "what would be the most likely reason I'd fire this person?" What you come up with is probably their biggest weakness.

5. Write career ads about the candidate, not the company. Staging a home is so the perspective buyer can see themselves living there, - not you, (you turkey). Career ads have to show why the candidate would wants to work there. Career ads aren't puff pieces for companies. Write lifestyle ads that reflect the candidate's aspirations.

6. Do solid phone interviews before meeting in person. Phone interviews force you to deal more with the candidate's skills and personality. In person interviews should be done only in the final hiring interview.

7. Interview the person, not the resume. Have a conversation and listen a lot.

8. Nobody likes change or multi tasking but everyone claims they do. You can ask the question, but you should ignore the answer.

9. Where ever the candidate worked the longest, that is who they've become. Those were the 'formative years' and should you hire them, those years will influence everything the candidate does and thinks. Just be sure you're fine with that.

10. Save yourself some time and ignore the "achievements and strengths" section of a resume. Go direct to the chronological listing or employers and hope it includes detailed activities and measures for the role.

I will teach you the best recruiting processes ever at our next June 16th seminar. Each time you hire, you also define the future of your company. If you attract B string hires, you end up with a B string company. Learn to up your hiring game.

See you for breakfast,
Wolfgang

A.) Individual tickets at $135 / buy online. Member companies, just reserve. We will be full, as always, at 120 managers. Book now. 604-931-6813
B.) All BPG seminars are now available as "Lunch and Learn's" for your staff only. Price $600. Reserve your subject and date.
C.) I first wrote a version of this newsletter in November 2005, entitled "Everything I know about recruiting." Have reissued it here with changes, as we go into our annual recruiting seminar.
D.) It's easier to hire for results than to manage for them.