If you read the last newsletter article I wrote back in October then you will recall that I discussed a book I recently read that outlined a situation where the band Van Halen had created a process by which they could easily identify non-conformance on the part of their venue. If you haven’t read that article or need a refresher then you can find it here.
The question for us what are the applications to recruitment, hiring, etc? To put it another way, how can we apply these ideas to the hiring process so that the potential non-conforming individuals and employers will self-select themselves out of the process?
I can give you a few examples of how we do this at TYGES. Our process for working with clients or individuals is based around the idea of investment. Our organization expects to spend a significant amount of resources on each search we take on. As a result, we expect the client to invest time and effort in educating us on the search, their business, etc. If the potential client is slow to respond, hesitant to give us access to key decision-makers, etc. then we are not likely to pursue further search work with them. We’ve found that these behaviors are a good indicator of how the client will treat us when we bring them candidates and we are only interested in working with clients that are prepared to be fully invested in the process.
On the candidate side, we also expect investment but, in this case, the individual must demonstrate investment through their actions. For instance, prior to introducing the individual to our client, we ask that they provide us with a clean, well-formatted resume. We ask that they spend 20-30 minutes with us sharing information about their background, experience, preferences, etc. Often this call is pre-scheduled beforehand. In addition, we ask for a list of references. If the individual is timely in meeting these requirements and the information provided is clean and well-formatted, then we know that we are working with someone who is invested in the process upfront. If not, then we have a red flag as to the level of cooperation that we are going to see going forward.
In addition to the above, we do both pre and post-interview briefing with our candidates. These are usually scheduled calls as well and can last as long as 20 minutes. If the candidate is not timely or not cooperative as we work through the early interviews, then we take this as an indication of their investment in the process and will give them the option to remove themselves from the process. We have a saying, “Kill the deal, early and often.” Ideally speaking we want to weed out those who are not going to accept the job if offered well before it comes to that stage of the hiring process.
Just like the band and their brown M&M’s, we’ve developed a process by which we can gauge the likelihood that our potential client or candidate will work with us as a partner vs. just using us as a resume mill or as a tire-kicking exercise. Essentially, we have created a garden that weeds itself.
Written by: Steve Sanders, VP/GM of Industrial
Steve Sanders leads the Industrial Recruitment team at TYGES and has been with the organization since 2003. Prior to joining TYGES, Steve worked in engineering and supply chain roles with Honeywell International Inc. and Deere & Co. He has first-hand experience working in the automotive, chemical, and off-highway equipment manufacturing industries.
Steve’s philosophy is simple. He demands honesty, integrity, and open communications from both himself, his clients, and the candidates that he works with. He strives to be a source of competitive advantage to his clients and seeks to build strategic partnerships. He is committed to exceeding customers’ expectations by providing quick, professional service. He believes in sharing both the good and the not so good. He believes in doing the right thing, even when it is not the easiest path. Steve is energized by finding that perfect fit individual and introducing them to the client.
