Creating a New Paradigm

I think we can all agree that effective recruiting and selection is critical to success in business.   Even so, it is management’s biggest challenge.  To meet this challenge, the more effective companies place a strong emphasis on recruiting, selection, onboarding, and manpower planning.   Large, established companies have the resources to ensure that hiring managers are skilled recruiters.   They provide training so that interviews are meaningful, and that the hiring decisions are optimized.  They often use diagnostics precisely calibrated to assess the candidate's fit with their culture.  These companies offer very competitive compensation programs that attract the best and the brightest.  Over time, their brand power attracts candidates with little effort on the part of Human Resources.  

For most companies, however, recruiting and selection are problematic.  Hiring good people can be a hit or miss proposition. They understand the need for high-caliber talent, but they may lack the resources to be competitive.   Errors occur at every stage of the recruiting and selection process.  Often, people engaged in recruiting are not adequately trained.  Onboarding is not appreciated, so new hires do not begin their tenure with a solid foundation.  Even if these companies hire a third party Executive Recruiter, there is no guarantee of better results.   An outside recruiter does not control the internal vetting process and has a limited influence in the hiring decision.

Small, family owned companies may have the biggest challenge.  They probably do not have a recruiting professional on staff to manage the function.  Outside recruiters are an expensive alternative which offers limited, short-term value.  They must be more creative to attract qualified candidates.  If they cannot provide healthcare benefits, they may offer more flexible work hours, and the ability to work from home.   These options may be necessary to mothers with small children.   Whereas small, family-owned business may be able to attract talent with flexible work choices, their process for selection, and performance management is likely to be insufficient.

This last situation is similar to that of a current client.  They have plans to grow their business and the budget to fill a strategic sales position.   However, they have not been pleased with their most recent recruiting and selection efforts.  They lack the internal resources to conduct this search, and cannot afford to hire a third-party Executive Recruiter.  They need help, so they called me to find a solution.  We landed on a hybrid option whereby I would create a recruiting, selection, and onboarding program as an Independent Consultant.   I took the assignment because, well, frankly the client is a good friend and networking contact.   I am convinced that there are many similar companies, facing the same situation, which should find this to be a viable alternative.  This is an opportunity to expand my business.   

Over the last three months, we have made significant progress.   We have established a strategy to stay in front of the labor market generally, and specifically to attract candidates for their current job opening.   We have developed a position specification which has attracted qualified candidates who are very interested in this position.  We have worked on improving the interview process resulting in better candidate vetting.  We have surfaced an opportunity to recruit independent contractors to provide additional leverage.  The discipline around the client’s recruiting and selection process has dramatically improved.  At this time, we are working through the hiring decision.  When we close the deal with the best candidate, I will begin work on their Onboarding Plan.

If recruiting and selection are vital to a company's success,  as I believe it to be, then senior managers must resource this function.  If hiring managers are not blessed with vast resources to support their efforts, they should become familiar with other options.   The first point is to recognize the need to give recruiting and selection the support it deserves.


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Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. GM, Private Club based in Southeast,  Confidential Search:  New
2. Director of Business Development, Atlanta-based B2B Professional Services Company: New
3. Training Director – Southeastern-based Restaurant Group:  New
4. Senior Accounting Manager – Atlanta-based Manufacturer.  New
5. Controller - Orlando, FL-based Restaurant Company:  New

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