You don’t need to see 50 or even 10 candidates to make a hire. You only need to see 1.
Why do we feel like we need to see a lot of people to “compare & contrast” before making a decision? Because we have been conditioned to window shop to ensure we are getting the best “deal”. But this is a transactional mindset which causes us to hire too fast with zero evidence to support the decision. Resulting in bad hires!
Let’s change your perspective...
Start by flipping your funnel. Focus on the channels that produce the strongest hiring results. Referral Network, Warm Recruits, and then supplement with applicants.
Relationships, not money, are what drive people in today’s hiring landscape.
Kate DeWald is CEO and founder of Oncue, the leading software and booking service for the moving industry. Launched in 2018, Oncue helps moving companies increase their revenue by as much as 400%, year over year, by automating many of their manual processes and enabling them to devote more time towards business growth and longevity. Prior to leading Oncue, Kate served in go-to-market roles to drive growth at industry-leading SaaS companies, including SuccessFactors and ServiceMax.
Today we discuss:
- Why hiring is a long term play
- How to gain access to high quality people
- Filling the top of the funnel with high quality people
- Leadership roles
- Funnel: either too many (unqualified) or too few
- Making sure the candidate experience is stellar
Why is this important to the company?
- Time wasting
- Want to find the people that are going to be best in the business
- Find the people that are aligned on mission, vision and values
- Reactive hiring results in “oh shit” hires
How do we solve the problem?
- Funnel: linkedin recruiting, cold outreach, recruiter
- Hire expert/subject matter expertise recruiting
- Write content: be authentic and write about what it’s truly like to work at your company
- Unbias interview process- doesn’t matter where the candidate comes from
- Training leaders
- Reviewing questions prior to the interview
- Play the long game - interview and connect with people before you have the roles available, help out others where you can, it’s about creating long lasting relationships with people
- Referrals first: “Who have you worked with that was a strong performer in the organization?”
- Recruits: cross industry performers, competitors-
Key Takeaways -Value:
- Spend more time than you think you need on recruiting
- Be authentic in your hiring process- if you’re a startup, own it- being transparent with the candidate about what the role is really will set them up for success
- Think about Key ways you can add value - how can you add value to your candidates in the process? Make sure they have a great experience regardless of the outcome
Kate DeWald: LinkedIn
This show is proudly sponsored by Criteria Crop