Learn how to avoid the pitfalls of hiring and recruiting - help your company rise a head above the competition

Posted by Mark Bohdanyk on June 28, 2021

Last week, we discussed performing a hiring post mortem and following up with candidates and hiring managers here, so it was at this point that my friend looked at her watch and realized we had been talking for over two hours!  "I wish there was a place where all of this information you've been telling me was collected," she said.  I nodded.  "That's not a bad idea, maybe I can do just that."  

"It seems like even though I've been doing this for a while, there's still a lot I need to learn, and it seems like there are pitfalls everywhere in how you can end up costing the company a lot of money with the wrong hire."
I typed out a quick note on my phone and emailed it to her; it was basically a bullet point list of all the things we had discussed, which became this series of best practice articles:
1. You need help hiring, but are tired of the difficulty in finding quality partners.
2. Profiling jobs is the most important step in the hiring process.
3. Marketing of your jobs and meeting your diversity goals - where and why
4. How to solve the number one problem in recruiting and hiring
5. The best screening questions to use to both screen people out and screen talent in.
6. How a recruiter/partner that understands items 1-5 will generate better candidates faster
7. How company branding plays a huge and important role in your hiring
8. The best secret interview questions your team should be asking to confirm the right candidate
9. Removing the risk in making an offer to a candidate - how to know it will be accepted.
10. How to run a successful hiring post mortem meeting after the hire is made to fine tune and replicate your success.
11. (secret bonus item you'll only get by reading here; not part of my friend and I's conversations, but touches on parallel points) - The three steps you need to take to successfully hire in a post-pandemic world.
After jotting these down for her, she turned to me and said "This is what your company does?  Works with other companies to do all these things?"
I nodded.  "We had originally built the technology to automate a lot of these issues using AI, but we realized people will *always* be involved in hiring.  So with RecruiterShare, we connect top-tier recruiters that are rated, vetted and proven with companies looking to lessen their hiring pain.  We generally help companies find the right candidate faster, easier and at a fraction of the cost of using an outside hiring agency."
She asked me "Can I see a demo?"
And of course I told her she could.  And you can, too.  Want to reduce your hiring pain and navigate the pitfalls of the hiring process?  Simply click here to book a time and you will speak directly with our CEO,  John Younger - recovering software developer and former Bank of America VP of HR for over 16,000 people.

Who are we?  HireMojo with RecruiterShare is a diverse team of individuals with over 65 years of combined hiring experience.  We use our knowledge and know-how to help companies hire faster, easier and less expensively, while utilizing AI and software learning to reduce the amount of time it takes on all sides of the hiring equation.  We design tools to help allow you to concentrate on the human parts of hiring – interviewing, negotiating and making the hire.  Learn more about HireMojo here.  We also design tools to help you expand your team by matching you with recruiters willing to administrate your entire hiring process at a fraction of traditional agencies.  Learn more about RecruiterShare here.

Brian Vogel of sensibleHR says:
Like its parent HireMojo, RecruiterShare, is changing the landscape of recruiting. I have referred their services repeatedly to sensibleHR's clients and the level of high-touch service along with the speedy delivery of a premier candidate pool has been nothing short of jaw-dropping. Sure the initial mind-boggling low cost may be the initial hook, but it is the service from the stable of recruiters and quality candidates that drive the loyalty and high satisfaction.

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best practices

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