Recently we’ve had the number of people who want to work with Hire Better really jump. Not surprising, considering every company who has made it known that they’re growing and adding staff is being bombarded with applicants.
That being said, we’re having to eliminate a lot more people from the process earlier than ever before. It’s compelling enough to share with the public. Here’s why:
1. Traditional recruiters don’t “get it”. We’re working hard, every day, to change the mindset of companies. Put simply: they (companies in America) don’t trust headhunters. We’ve introduced transparency and accountability in two ways:
(a) The Talent Vault – where every single person we talk to, and every conversation we have with them, is tracked. No other firm in America (or even internal recruiters) will show this.
(b) We account for our time based on every 6 minutes we work. Our clients know what we’re doing, every minute of the day.
When we’ve made attempts to hire team members from traditional Staffing or Recruiting firms, they wash out in a week because they don’t like being held accountable. They use statements like, “I feel like I’m under a microscope” or “This model makes me think that no one believes what I’m doing” when in reality, it’s the opposite. Because we’re willing to share everything we do to the level that we do, our clients have told us it’s the reason they come back again and again.
2. As most people know, our entire team (absent myself) is comprised of Work at Home Moms. I happen to be a Work from Home Dad. It’s not to suggest that we only hire women, we just have yet to find another Dad who’s willing to admit that he’s a WAHD. We get a lot of guys who apply because they were previously recruiters and they’re intrigued by the idea of working out of their homes but they haven’t accepted the dual responsibility of Daddy-hood and a career. While we’ve flirted with the idea of hiring full-time people, it simply doesn’t work with our model. If you’re applying for a job with our company and you’re hoping it can replace your current full-time job, please save your time and effort. It’s simply not what we’re looking for.
Bonus: if you’re a Work at Home Dad, please send me a twitter directly: @HireBetterCEO. We’d love to have you on the team.
3. Balance in the lives of our employees is critical. When we’re interviewing someone who tells us that they’ll do whatever it takes to get the job done – even work 80 hours a week, it shows us that they won’t fit in. We work hard, but we’re like sprinters. We work hard for short periods of time and then spend time with our families. When we really focus for 2 hours at a time, good things happen! We’re believers that the hours from 25-80 each week aren’t nearly as effective as 1-24.
4. We don’t use industry jargon like “jobs”, “reqs” or “desks”. We’re a team. Everyone on our team has a role. And we never, ever, try to get someone hired just so that we can collect a fee. We don’t measure speed to hire or cost per hire. We measure the quality of the hire over the life of their employment and the satisfaction of each client and hiring manager. Note to those who are interviewing with us: don’t regale us with stories in your interview telling us how proud you were that you handled 50 open positions yourself and filled them all in a month. We won’t be impressed.
Bottom line: we’re growing, but we’re picky. If you’re interested in being on our team as an interviewer, qualifier, researcher or administrator, email Jen Globig today and tell her that you’d like to help us change the world.
