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Recruiting for Success

Build Your Team - By: Brad Sugars

  • Get Organized: First, review your organization chart to make sure that all areas are properly covered and that tasks are logically grouped and match your organizations goals. Then create or review the position description. That old description may not still be current. Set a realistic timetable for your search and hire. Don't let the pressure of an upcoming meeting or the start of a big project push you to hire someone. (Remember, it is a lot harder to get rid of someone than hire someone). 

    Arrange for time to hire right the first time. Spread out key tasks among other staff with the appropriate rewards and incentives. Use temps or contractors to handle specialized, skilled work. The wrong hire can mean you have to train the person, deal with disgruntled co-workers, or let the person go and start again. 

    Want to compete with the big guys offering bigger salaries? Then provide challenge and growth in the day-to-day job. It's not just about money - life balance and a work environment where employees feel appreciated can make them choose your job over more money. 
  • Sources of Talent: Depending on the specific position you are hiring for bear in mind that you could get a deluge of candidates, from qualified to wishful to awful. So start with a narrow, focused and specific search. Word you advert carefully to attract the qualities you want and discourage those that do not fit. Networking is a terrific source of leads. 

    Through your professional society or network of contacts you can get referrals for qualified applicants. Internet recruitment sites offer good value but be prepared to be inundated by poor quality applicants playing a numbers game with their electronic resumes. For senior level positions, search firms may represent money well spent. 

    Temporary agencies specializing in communications, accounting or legal work can be a source of job candidates. Many do direct hires, and temp-to-perm options are a great way to test an applicant before making a decision. 

    Also, many professional societies have job banks or newsletters, which list positions at no cost and reach a well-targeted pool of applicants.
  • Select the Best: Interviewing can use up a lot of time. Use the telephone to prequalify. Rather than reading long and boring resumes, use a message bank to record applicants explanations as to why they should be selected. Keep the number of applicants you interview to a small, reasonable number! 

    Use a “group interview” format to minimize time - your time is your money. Use a checklist or question sheet to be sure you're consistent with each candidate. And, be familiar with what you can and can't ask legally. Know what you need to ask all applicants and decide what to ask individuals based on their resumes and cover letters. Judge applicants on skills and characteristics valuable to success, and not on doing the same job elsewhere. 

    Talented people don't move into identical jobs if they can avoid it. Hire people who have been successful one rung down the experience ladder and are ready for the challenge, new skills and experience you offer.

A few more tips related to seeking and finding the right talent:

  • Ask broad, open questions. Let candidates tell you what they think is important for you to know about them - it can be very revealing! Then follow up with detailed questions. 
  • Take the time to check references. It can help you choose between candidates or spare you a dangerous mistake. 
  • Be careful of making emotional decisions. Have someone assist you throughout the entire process so that you get a balanced view. 
  • Conduct the process professionally. Ensure that the disappointed candidates have good things to say about you and your business.


Be realistic about turnover. Good people won't stay forever. Loyalty means doing the best job possible each day. To get the best value, hire people who want your job, then train them to do it! You'll get the most from them while they are with you.

“Only Action gets you closer to your dreams - do something today that your future self will thank you for.”

- COACH 

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