When to Audit Your Recruitment Strategy

Are you frustrated with your recruitment results? Have you had a rash of unqualified applicants and/or a candidate turn down your salary? When was the last time you conducted in-depth reference checking inclusive of educational credentials, personal credit, and/or driver’s convictions? And what about your interview team….are they using best practice interview strategies that are legally compliance with provincial legislation? Do you even know what legislation protects your potential candidates? If you answered yes to any of these questions, then it is time to conduct an in-depth audit of your recruitment and selection process.

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Hiring for Succession

As we all know, small businesses face a number of challenges not experienced by larger firms. One of the most pressing challenges is that of succession planning, especially when no internal candidate is readily available. Unfortunately, what I sometimes see is a business owner staying at the helm of their business until their health begins to suffer. When that happens, the health of business also begins to suffer, often resulting in a good, viable business being destroyed by lack of planning.

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Are Assumptions Limiting Your Candidate Search?

Have you ever experienced a time when your selection committee had difficulty getting past a certain bias they were experiencing in their decision making? It certainly makes for interesting discussion. Part of the challenge is that we are all graduates of our personal experience which we then internalize and establish emotional views of how life should unfold. These so called “assumptions” are very difficult to remove and so we are challenged to move forward.

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Culture is Key to Success of New Leaders

One of the key success factors that I pay attention to when conducting an executive search is that of corporate culture. Why? Because without cultural fit, your new candidate will ultimately fail. In fact, studies show that a senior executive who does not fit well with the organization culture will typically leave on their own and/or be transitioned out within eighteen months. As you can expect, this departure will come with a cost, anywhere between three and five time’s salary.

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Separate What's True From What's Not In Your Candidate Search

As someone who glimpses rather sparingly into all the rhetoric being spun throughout the American Presidential elections, two issues stand out for me as attention getting. The first issue is the proliferation of miscommunication being literally thrown out in the campaign. Half-truths, misinformation, sound bites with no substance and a twisting of words and phrases that shape the messages. It seems to be a race to see who can “best” the other candidate with the most untruths.

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