Recruitment Strategies Tips


Let us get straight to the point’ When you are searching for that “Right Fit”if you do not have the right recruitment strategies or interview process in place your search will end in failure.  OK,  failure seems like a harsh outcome.’ No doubt you will be able to recruit, interview, offer and hire a candidate that checks off the bullets in your job description; but does this mean your recruitment strategy worked?  Well… you really don’t know until your new hire has spent a few weeks in a few months as part of your team.

  • How often have you hired someone whose best performance was during the interview?
  • Do you know the qualities that distinguish your best performers?
  • How can you be sure you’re making the best choice between qualified candidates?

Hiring the right people will contribute to the overall success of a business. The cost of hiring the wrong employee has the potential to cost you thousands of dollars. Click here to see how much it really is costing

“The ability to make decisions regarding people is one of the last reliable sources of competitive advantages since very few companies are good at it” Peter Drecker”

There are many variables that can have an impact on hiring

  • Time constraints that force hasty decisions
  • Informal or incomplete hiring process
  • Unstructured interviews
  • Novice or improperly trained interviews
  • Decisions based on intuition, assumptions, snap judgments and gut feeling.

Here are some tips

Today we need to find unique ways to filter out what will not work in the hiring process to determine the “Right Fit” for your organization or business. The day of just reviewing a resume and conducting an interview is over.

Don’t post a job; post the problem the employee will solve. Write out what problem this new hire is going to solve. Be rich in details. Explain what pain they will alleviate and how you see them accomplishing that as quickly as possible in the role.

Next, explain why your company exists. Again, be rich in details. What problem does your company solve? What pain does it alleviate for its customers?

Finally, tie in how the right candidate will support those efforts.

Ask candidates to answer three key behavioral questions.

Ask candidates to share as much as they can about the following:

  1. What do you know about our business and industry?
  2. How did you come to learn that what we do is important to our clients?
  3.  What is your favorite aspect of our business, and why?

Successful people are smart, especially when it comes to the skills and competencies required for their specific job. People who have a gift for their particular job tend to work faster, make fewer mistakes, and are more productive.

And how do you tell if a person is “smart“?  Simple. They ask a lot of questions. The questions should demonstrate a passion for your business and, depending on the job, the skills that are necessary to succeed in that role.

 People who actually want to “work hard” are more successful at their jobs. The basic rule is that “people don’t change.” A person who is unaccustomed to hard work is not suddenly going to transform under your supervision.

“Chances are nowadays that you’re going to be working far more than forty hours a week. Most business owners spend fifty, sixty, seventy hours a week — weekends and holidays — in today’s competitive environment,”

      “You had better love what you’re doing when you’re committing so much of your life in the Job.”

 Candidates should be “ambitious” and able to demonstrate to you why they want this particular job. Find people who are keen to be effective and ambitious about this position, not some future promotion or benefit. They have to live for today in that job, not chase the opportunity of future possibilities. The more that the job candidate looks upon the potential job as an opportunity to perform well and then move ahead, the better he will do the job from day one.

Great way to see your potential candidate in the role is to Test Drive have them provide you with a presentation on how they will proceed in the position outlining their strategy and objectives over a period of 6 to 12 months and then design the position objectives for the selected candidate based on what they feel they can accomplish and are committed to.

The “Right Fit” Assessment Solution

The ability to strategically assess the talent you have and the talent you need is integral to achieving organizational excellence. Based on a series of Best in Class assessments, we use the DISC profile tool to support our talent management strategy to  Find Sales Talent Canada


  • Increase knowledge of skills, capabilities, and talent
  • Accurately determine level of the talent pool assessing in allocation of responsibilities and development  strategies
  • Fill the identified talent gaps
  •  Better understanding of what motivates people
Problems (Dominance) How you respond to problems and challenges.
  People (Influence)  How you influence others to your point of view.
  Pace (Steadiness) – How you respond to the pace of the environment.
  Procedures (Compliance) – How you respond to rules and procedures set by others.


Leave a Reply

Your email address will not be published. Required fields are marked *