Finding exactly what you’re looking for isn’t about luck
“Recruiting is part detective work and part sales: you have to scrutinize applicants’ history, assess their motives and compatibility, and persuade the most promising ones to join you.”
Zero to One - by Peter Thiel
Cofounder of PayPal & Palantir
Mission
Talent acquisition can be a challenging and even frustrating process, especially for small businesses without a specific Human Resources function. Not only is it time-consuming and tedious, but most organizations lack someone with the necessary skill set and experience to recruit both efficiently and effectively. This can unfortunately lead to a lot of wasted time, energy, and money.
Did you know that turnover costs are generally 30-60% of the total annual compensation for an entry level position, and 1-2 years of the annual salary for a more specialized position? Not to mention the headache of onboarding and training a new employee, only to turn around and have to replace them and repeat the whole process again several months later.
Consequently, the logistical and financial incentive to streamline and successfully execute the recruiting process the first time is particularly significant. But trying to find just the right employee with all the requisite skills and qualifications, who is also a harmonious cultural fit within your organization, can feel like searching for a needle in a haystack.
I have been reviewing resumes and conducting interviews since my HR master’s program at The University of Illinois School of Labor and Employment Relations over 15 years ago. This breadth of experience has refined my ability to quickly and accurately read between the lines of what an applicant is presenting in order to get a clear sense of their true self behind what they want me to see.
In my tenure as the Culture Curator of Denver Union Station, I recruited for six businesses and supported hundreds of employees. Over the course of that work, I developed a proven and effective process for first attracting, and then recognizing and selecting the star performers who create optimal value and positively transform an organization in a multitude of ways.
I have since founded Nakuta Consulting where I find professional fulfillment and community purpose in connecting growing businesses with promising talent.
Common Mistakes
BORING AD
One of the biggest mistakes I so often see is formulaic job postings that are bland and unappealing to the highest performers in the field, who invariably have many good employment options. Premier talent can be very selective and only apply to positions that genuinely capture their interest and align with their idealized self-image. To attract this elite tier of candidates, which should explicitly be the target demographic, only a truly compelling offer will inspire them to pursue the job opportunity.
UNTRAINED EYE
Another common challenge is owners or hiring managers who have never been trained in recruiting and generally dislike the task. They frequently fail to pick up on the more subtle red flags in an applicant’s history which a seasoned recruiter instantly recognizes. More often, they miss properly identifying those diamond-in-the-rough candidates who, despite not having the ideal experience, possess all the applicable skills and personality traits needed to excel in the position.
IMPERSONAL INTERACTIONS
Job searches are undeniably difficult and stressful for the applicants as well. As they navigate a series of mostly faceless interactions, it is easy to feel disconnected and unsupported. Professional recruiters with a deeper understanding of the art of talent acquisition know how to create a competitive advantage through warmth, personal connection, and prompt communication. The ease and comfort of being expertly guided and coached throughout the selection process can potentially make the difference in the final decision.
Recruiting Strategy
A Sound Process
Consistently Yields
Successful Outcomes
Opening dialogue with a questionnaire to understand the position, organization, culture, benefits, responsibilities, specific skills, and qualifications needed by applicants to be successful
Reviewing website and relevant employment documents like previous job postings and interview questions, job description, organizational values / mission statement
Crafting / refining a magnetic job posting to attract high performers by creating ideological alignment with the way they see themselves and prefer to do business
Posting and sponsoring the employment opportunity using Indeed
Reviewing resumes and cover letters to determine both the best inside- and outside-the-box candidates to offer initial interviews
Writing / adapting phone interview questions to better learn about and differentiate between potential candidates
Conducting first round virtual interviews
Narrowing down the applicant field to the top tier candidates for face-to-face interviews
In person interviews conducted on location by owner / hiring manager
Candidate selection by organizational leadership team