Jeff Hyman has hired more than 3,000 people over the course of his career as a top-tier executive recruiter. Jeff’s new book, Recruit Rockstars: The 10 Step Playbook to Find the Winners and Ignite Your Business, reveals his method for landing the very best talent.
I recently spoke with Jeff about his book and work. Here are a few ideas that will help you assemble a team of rock stars.
What percentage of business problems do you attribute to recruiting mishaps?
- 90% of business problems are actually people problems in disguise.
- Hiring B and C Players can cause more problems than staffing these roles solve
- They may do the job, but do they do it well? And if they don’t do it well, that’s another problem to fix.
- B and C Players need to be micromanaged, which distracts the leader’s time from improving the company’s performance.
- By investing in hiring Rockstars, you can take time away from micromanaging and fixing the problems of B and C Players
Improve Recruiting Accuracy
This is a guest post by Dr. Tracy Maylett, Ed.D.. Dr. Maylett is the Chief Executive Officer of DecisionWise
, an HR management and consulting firm specializing in employee engagement. He offers an intriguing viewpoint on providing great customer experience.
Want a Great Customer Experience?
Is your organization’s success dependent upon creating an extraordinary Customer Experience? Then start by ignoring your customer. No, really.
Throwing resources at your customer experience does not guarantee a transformative one. You can redesign stores, roll out cool new products, and engage customers on social media. You can implement every form of customer satisfaction measurement known to man. There’s nothing wrong with those steps. But without employees who care, a beautiful store is just a pretty shell. A sparkly new product is just another new release with a limited lifespan—if it even makes it out of the production room.
Without people engaged in their work, where are those cool innovations coming from? Where are the people who care about the superlative customer experience? Don’t get me started on the dangers of having jaded staffers interacting with customers on social media.
It All Begins with Your Employees
Creating a strong customer experience is like gardening: hoping and measuring won’t give you the results you want. Gardening requires tending to the components that create the desired outcome: using soil amendments, watering, and weeding. The gardener can’t do much more than that. But, assuming it’s done well, the odds of a solid harvest are high.
Growing a successful organization works in the same way. Success comes through quality products, stellar customer support, prudent financial decisions, great leadership, and employees who personally care about delivering an extraordinary customer experience. When an organization can create a top-notch Employee Experience, the likelihood of delivering a superior customer experience increases exponentially.
The opposite is also true: When employee experience is poor, the customer experience will reflect it. We call this the “Law of Congruent Experience.”
THE LAW OF CONGRUENT EXPERIENCE:
Employees will deliver a Customer Experience that matches their own experience in the organization.
The War for Talent
Every day there is a war for talent. When the economy is roaring, the war gets a lot of attention. Human Resource departments will circulate reports about the hot market. Reporters jump into the fray with articles warning executives about the market. Managers quickly realize that the market is hot, not only because of the articles, but also because recruiters start calling more often.
No company wants to see the best people leave for other opportunities no matter what the economy is like.
Winning the talent war is a complex goal combining leadership, culture, opportunity and other intangibles.
The war for talent happens every day, in every economy, and inside of every organization. It doesn’t just happen when the economy is expanding, nor in the hot sectors like technology. It rages on everywhere, in every organization, continuously.
Instead of looking at companies battling for talent, look at it from a different perspective. Consider the talent wars raging INSIDE the organization.
Step back from it all, and be on the alert inside of your company:
Watch the leaders who attract talent.
Yes, leaders who attract outside candidates are worthwhile to watch. More interesting is to see if a leader attracts talent from within the company. That means that the manager has created a unique environment, a culture that is worth watching.
Watch the leaders who send the talent.
Some managers are especially good at sending leaders. This means the person or group may be especially good at developing next generation leaders. As a result, the manager ends up with raving fans throughout the organization. Study this person’s methods and replicate the success. Leadership is not about direct control but about influence. This manager’s influence is likely growing faster than others.