Hiring · Recruiting

What part of hiring do you find to be most difficult?

Robinson Greig

June 22nd, 2015

  • Recruiting potential candidates to fill the top of your funnel?
  • Effectively evaluating candidates?
  • Getting the candidate you want to say yes?
Interested to hear what everyone has trouble with and how they currently deal with it.
You have an idea. Now it’s time to turn it into a brilliant and beautiful product. In this course, you’ll learn specialized tactics to study your user, create testable wireframes, and transform them into fully functioning features and products.

Tim Yandel Empowering brands to communicate in a 1:1 economy

June 22nd, 2015

For technical hires it's getting their attention. For sales hires it's closing without back and forth. 

David Greenwald i2i Placement - A Human Capital Company; david@i2iplacement.com

June 22nd, 2015

All 3 are problematic... there are a ton of candidates, but getting the right ones to be interested and through their hats into the ring is the challenge on that. hard to "effectively" evaluate candidates b/c most candidate info is too general for a specific search, so filtering the data is challenging, then getting to the truth/bottom line with the candidate can be difficult... it's subject to interpretation. You've got to be a bit of a psychologist to get to the truth and even then... what do others have to say...? Once you get the candidate into the process, then all hell can break lose... they now want to pitch every job and once the word gets out that they're looking/available... the flood gate opens...   How do I deal with it... for one, patience and conversation/listening and the rest is my "secret sauce"... 

Janine Davis President & Co-Founder Fetch Recruiting & Fetch Advisors

June 22nd, 2015

 

My view may be too narrow, since we are just focused on Tech and Product in Silicon Beach/LA, but within that view, the first and third bullets are by far the most challenging. The market is very high demand/very low supply, and has been for several years (with demand increasing this year). Despite that, companies remain very picky and will not bend on requirements. As a result, both sides of the hiring coin (candidates and hiring companies) are very particular, so if you get the candidates into the top of the funnel, getting them to the point of an offer and then to the point of an acceptance has become a blue moon/stars aligned sort of miracle.  Neither we, nor our clients, have much trouble effectively evaluating candidates. It’s pretty easy to identify the great ones, but if they are great, they are de facto going to get multiple offers within a very short timeframe.

 

Thomas Stern President at Stern Executive Search

June 22nd, 2015

Having just lost a candidate to a counter offer,
I would say keeping your word:-)
I hate to generalize, but for me it's dealing with fear of risk and change.