Perfect Hires Don’t Exist

My old boss told me: “If you hang around the night club until past midnight, waiting and waiting for that spectacular love-at-first-sight individual who would sweep you off your feet, you would most likely end up going home alone “.

In any hire, you must find a good balance, and make a trade-off if necessary, between three things; they are:

  • The time you have before someone must be in the job.
  • The quality of the candidate and to which extent it’s good enough.
  • The cost of compensation demanded by the candidate vs. how much you can afford to pay.

It’s always a trade-off between time, quality, and cost.

You cannot hire people who do not want to be hired. It’s an old research, but my guru Lou Adler and even LinkedIn claim that some 80% of the candidate pool is not actively looking for a job. The balance of 20% will include many new graduates who by definition are active job seekers. You guess how many are left, who will read your job board advertisement or ready to talk to a contingency recruitment company.

I know of companies who have been on the hunt for six to 12 months, hunting through job boards or a group of recruitment agencies, for that perfect elusive and new Einstein candidate. I mean, has anyone thought of asking why an organization can function without such person for that period of time? You must question if you actually need to fill the position, if your business is running well without.

Year after year, organizations toss enormous amounts of cash at finding the ‘perfect candidate,’ and because they are holding out for the ‘perfect’ hire that never comes, sadly many positions remain unfilled for a long period and this affects business and business plans. Hence, the ‘best hire’ myth becomes a problem for them and costs the company money.

But the reality is far from that: the perfect hire doesn’t exist. It’s almost a myth. In reality, a company can only hire the ‘best’ that is available on the market – in a pool of interested candidates, not the best available in the industry. And if that person even exists, he or she is, of course, already happily employed. Only a tiny percentage of companies have enough money and interesting projects that could convince the best people in their field to work for them.

via Perfect Hires Don’t Exist | Sourcecon

How you can compete with robots in the future job market

Any chance you have been to New York the last 12 months? Perhaps visiting McDonald on the corner of Third Avenue and 58th Street to get yourself a cheese burger?

So this is how it works at that particular McDonald restaurant; you go to a touch screen kiosk, click the food and beverage you want. You use your mobile phone to pay… then pick up your hamburger that has been grilled to perfection by a McRobot.

I was recently the key-note speaker at an event for the Young Professionals of the German-Thai Chamber of Commerce. I was talking about how the YP’s could possibly compete with the robots in the future job market.

What does McKinsey and World Economic Forum say Continue reading “How you can compete with robots in the future job market”

How Valentine would select his HR Director

Last night over a nice Valentine’s Day dinner, I asked myself if he had an HR Director? I mean he as in Saint Valentine.

Well, I don’t think so. But since we were celebrating Valentine’s Day, what an opportune time to wonder what if? Valentine’s Day is associated with romantic love and has evolved into a time where lovers express their love for each other by presenting flowers, greeting cards and confectionery. Continue reading “How Valentine would select his HR Director”

85% find their next job through their network; not from recruiters!

That’s exactly my point, and Anne is spot on in her article. It’s all good that you want to speak to the headhunter, but honestly your odds are better if you take the phone and call the people you know.

Take your box of business cards, then pick up one by one and call. Tell the person that you will soon be available and if he/she knows anyone who could use a talent like yourself. Continue reading “85% find their next job through their network; not from recruiters!”

Headhunter Horror Stories

Seeming disinterested, arrogantly smiling and over- or under dressing for an interview – these mistakes can happen to anyone. But the almost unbelievable behavior of some candidates can leave a deep impression on the psyche of any  hiring manager. Continue reading “Headhunter Horror Stories”

8 ways to evaluate a headhunter in 30 seconds

You know the feeling when a headhunter calls you. If you ever got the call that is? You feel a sense of pride and excitement. You think to yourself: Finally, someone found me, someone discovered my talent, the big salary and company car coming my way, the neighbours will surely notice my new status, my spouse and children will acknowledge how smart I am. I should go buy a lottery ticket today. Continue reading “8 ways to evaluate a headhunter in 30 seconds”

Candidates on blind dates

Blind dates are sometimes good, usually bad, and always weird at the beginning. So are many interviews between a candidate and a hiring company. If you have never been on one yourself, a blind date is when a friend sets you up to meet a mystery person that you don’t know.

It beats me how hiring companies still treat applicants and candidates as though these people desperately need a job and subject them to abuse and arrogance by misinformed hiring managers. Candidates still tell me how hiring managers and companies seem unprepared when they turn up for an interview. Continue reading “Candidates on blind dates”