What’s Your “Recruiting Mantra?”

September 27, 2013 4:38 pm Published by Joy Galia Meyouhas

From company to company, hiring philosophies differ based on the company’s structure, culture, and scope. How do you create a sense of community while finding the right people to do your specific jobs? As a recruiter it can be hard to gauge which interviewee will fit best within your company’s walls unless you know what hiring practices work best in the context of your business–so what’s your recruiting mantra when you’re finding your ideal candidates?

In this week’s round-up we’ve found some of the mantra’s that fit the bill for these successful recruiters.

cultural-fit-hiring

Hire Someone Smarter Than You: 

First and foremost, employees are there to help improve your business, not to stress you out! Set the micromanaging aside and simply hire people who are smarter than you are. Phil Libin describes how to ensure the job gets done by recognizing that “there is someone out there that knows this better than I do.” 

The Most Important Metric is “Quality of Hire”

You want your company to succeed, and who better to get it to that pinnacle point than your employees? Shanil Kaderali’s article for ERE states that your most important metric is the “quality of hire.”  

Cultural Fit Above All

Typically, recruiters aren’t looking to wine and dine their candidates, so why are interviewers asking you what kind of food you prefer?  In this Businessweek article cultural fit ranks high in employer’s minds because, even more than job qualifications, it can help a company keep its values alive. 

A Diversity of Opinion is Necessary

With a company full of like-minded individuals, where’s the room for initiative and innovation? Different cultures and, ultimately, differing opinions cultivate imagination. Johnny Torrance-Nesbitt wrote this Work4 blog post to help “dramatically increase” your company’s diversity. 

Cultural Fit is Baloney

Barry Schuler says cultural fit is “baloney.” When you eat the same lunch everyday for a week, its probably going to become mundane and monotonous–so why structure your workforce the same way? Diversity is a key building block for a great organization, and in order to continually evolve, hanging onto nostalgia simply won’t do.

What’s your recruiting mantra? Is cultural fit or diversification your company’s strong suit? Do you use a “quality of hire” metric? And have you ever hired someone smarter than you on purpose? I’d love to hear your thoughts below!

Joy

 

This post was written by Joy Galia Meyouhas