My guest today says quote: “90% of business problems are actually recruiting problems in disguise. If you’re filling your company’s vacant positions with B-players, you’re playing with fire. Instead, hire Rockstars (the top 5% of candidates who have the desired competencies and DNA, at the budgeted compensation level) to build an organization with limitless potential. “
Jeff Hyman is is the Chief Talent Officer for StrongSuit and author of a new book, Recruit Rockstars: The 10 Step Playbook to Find the Winners and Ignite Your Business
How do you view recruiting technology today….do you use any sourcing or other tools to find talent? ATS? Onboarding tools? Linkedin open rates?
Using sales and marketing tactics to recruit...especially the job description---you say replace it with a job invitation….explain…
You go a step further with creating a “job value proposition”...what is that?
Test driving candidates...how should employer approach this
Talk about Sourcing: “150 résumés, LinkedIn profiles, or referrals will yield approximately twenty candidates worth talking to. That first number isn’t arrived at arbitrarily; it has proven time and again to be the optimally sized pool to produce a successful result.”
You aren't a huge fan of job boards but you do say you have had success with some niche boards...any particular ones worth mentioning? Whats your advice here…
You are also a fan of Boomerangs…
How do you spot a great recruiter?
What are some of your favorite questions to ask candidates?
Tell me on of your most creative recruiting stories...someone that was really challenging to find and place
Last question: What advice do you have for those who are just starting their recruiting career. Words of of wisdom...