Mr. CEO, is the Hiring Process Success Rate at Your Company Acceptable?

Universally, hiring in wholesale distribution hasprepared for this interview. The candidate has
become one of the biggest challenges we face inpracticed, thought up potential questions and done
today's business environment. It doesn't seem toresearch on your company. The question then
matter what kind of resources we employ, whatbecomes, why you haven't done the same.
type of pre-employment testing we use or evenReview the resume and jot down a list of
which recruiting firm we choose, it is still quite aquestions that immediately come to mind.
gamble. The odds end up being 50-50 regardless. IResearch the companies the candidate has
know that there are a lot of Human Resourceworked for using the internet. Ask pertinent
professionals out there whose hair is going toquestions about each company to determine just
stand up on the back of their necks as they readhow engaged and informed the candidate really
this. I look forward to their feedback.Let's face it.is.If you want to spend a little money, there are
What tools have we come to use that can reallyfirms that will dig up information on almost
predict reliably how successful a person will be onanybody. In today's environment, ethics,
the job? By the way, I personally believe you cancharacter, integrity, honesty and trustworthiness
spend $1000 on personality profiling or less thanare even more important in the hiring decision.
$100 and get about the same odds on success. IThe next time you have an interview scheduled;
am not saying that personality profile testing ischallenge yourself to spend as much time
worthless. It's just another one of those tools wepreparing for the interview as you intend to
have learned to use in wholesale distribution whenspend in the interview itself. You might find that
making a hiring decision. I believe it should just beyour interviews get longer and you won't make
considered one small piece of the puzzle.the most common mistake made in hiring process
Candidates should not be confirmed or rejectedtoday. What is that mistake you ask? Research
simply on the basis of these tests.Unemploymentindicates that over 60% of the hiring decisions
RateUnemployment today is less than 5%. Thatmade are made in the first 5 minutes of the
means we are in a very tough hiring market.interview.The Generational ChallengeIn closing, we
Personally, except for a limited number ofare facing a challenge today that is difficult for
applicants that may be in a career transition, Ithose of us that are "Baby Boomers" to
believe that people that are unemployed when weunderstand. It used to be called the generation
have a 4.6% unemployment rate just don't wantgap. It is often referred to as generational
to work. That means what is left to hire is thediversity in the workplace but that is an entirely
"Cream of the Crud".Generally speaking, thedifferent subject for another article.Let's focus on
people you want to hire already have a job. Theythe generation Xer's and the Nexter's and how
are currently employed by someone else. Doesthey relate to hiring success.Some Definitions:
that mean we need to hire a recruiting firm everyBaby boomers - born 1943-1964 Generation Xers
time we have a job opening? Maybe, maybe not,- born 1965 - 1980 Generation veterans - born
it depends on the position and the timeline for1922 - 1942 Boomers - Xers are greedy, lazy and
replacement. However, it is more dependant onhave poor work ethics Xers - Boomers are
how effective your company has become atobsessive, dictatorial and lack understanding. They
recruitment strategy, recruitment networking and"live to work" and we "work to live" Veterans -
creating a reputation for being an employer ofconsidered a pain in the back side for action
choice.RecruitmentRecruitment isn't something youoriented boomers and technology crazed Xers
do as soon as you have a job opening.Nexters - born between 1981 - 2000 Young
Recruitment is a never ending process.teens just entering the work force Fast food
Management team members should be recruitingTechnology Web page builders Willing to work and
all the time. It is not just the responsibility of thelearn Seen by Generation Xers as self-absorbed,
Human Resource manager. Every managementspoiled bratsXers and Nexters change jobs much
team should have a bank of potential newmore frequently than we Baby Boomers are
employees based on contacts they have madeaccustom to. The most recent statistic I read
over the course of several years. Just becauseabout employees changing jobs is that an average
you are recruiting doesn't mean you have to haveemployee coming out of college in 2003 expects
an immediate job opening. Remember, you areto change jobs at least five/seven times. That
looking for people that are already employed.statistic may be conservative today. Some
Challenge your HR director to develop a recruitingcollege professors argue that changing jobs is a
strategy that includes the entire managementgood thing. It can be an actual career strategy.
team and holds them accountable. Perhaps anChanging jobs increase your income, status and
incentive can be attached to the strategy.I knowresponsibility. "If your industry is on the move,
of one President of a medium sized companyyou should be too." I actually witnessed that
that carries a second business card that has thequote personally.There are avid proponents of a
following printed on the back of it."You seem tocareer advancement strategy that encourages
be the kind of person that would fit in well at ourchanging jobs as a routine strategic move. This
company. We are always interested in talking tostrategy encompasses carefully planning your job
individuals like you. If you are interested in achange to be in alignment with your long term
career change, Please contact Joe @ 111-111-1111.goals. If you intend to be the president of a
Please reference my name when you call."Howcompany, speed and coordination is
many times do you run into aggressive, inspiring,critical.Independent, unscientific surveys have been
and hard working people on a day to day basispart of my resources during my six years as a
that would fit in well at your company? Waiters,consultant. These surveys support the fact that
waitresses, sales people, clerks at hotels, the listGeneration X'ers and Nexter's are a much more
could go on. This could be a major contributor tomobile work force than what we Boomers are
your bank of potential new employees. Of course,used to. Maybe that's why you often hear the
you can't overlook or ignore all the traditionaltongue in cheek quotation in wholesale distribution,
recruitment methods. Your HR manager can--- "If you want Loyalty --- Buy a Dog."For
outline those in your strategy.The Hiringexample, one survey of 275 distributors
ProcessLet's start with the resume. First, howreported:- Seven out of ten employees have less
many of you have ever seen a resume thatthan ten years with their current employer- Baby
doesn't say good things about the applicant? MostBoomers work for the same employer three
resumes are written very well. People taketimes longer than GenXers and this ratio will
classes, buy software and even hire employmentprobably be higher for Nexter's.It's no wonder
consultants that make sure these resumesthat recruitment and retention are often listed in
present the candidate in the most favorable light.wholesale distribution surveys as the number one
Don't believe for a minute that all resumes arechallenge facing management today. This is all the
100% truthful. Don't believe for a minute thatmore reason to take the recruitment and hiring
most resumes don't contain exaggeration andprocess seriously. Track your turn-over rates,
enhancement.How about references? How manydevelop a documented recruitment strategy, get
of you think that anyone would be foolish enoughevery manager involved and hold them
to list somebody as a reference that is not goingaccountable. Once you hire them, you have to
to say wonderful things about the applicant? Givekeep them. Take the following reality test to see
me a break! Today, most companies instruct theirif you can qualify as an employer of choice.Do
managers not to give out any information beyondyour employees receive career counseling?Is
basic date of hire and verification of employment.there a recently updated wage and salary plan in
You do check references don't you? If you don'tplace?Do performance incentives exist across the
you should even though you are likely to get onlyboard?Do your employees receive regularly
positive responses or no information at all.scheduled training and education?Do they receive
Sometimes if the reference is a talker and youmonthly performance updates and recognition
are a skilled interviewer, you can get some goodbeyond a once a year performance review?Does
information about the candidate. Try thiscustomer feedback on peer reviews play a role in
technique the next time you are checkingtheir evaluations?Are suggestions reviewed and
references. Find out the department the applicantawarded?Is there both a formal and informal
worked in. Get names of peers if possible. Callcommunication channel?Are employees treated
someone in the department that the employeewith respect?Does empowerment exist
worked in other than the reference listed. Askthroughout the organization?Does the company
them about the applicant. You are likely to get ahave a strategic plan that is owned by the
more honest, unbiased assessment of theemployees?Does that plan include a human
candidate. Of course if the applicant is stillresource strategy?One last thought, remember,
employed at the company this is notrecruitment isn't just an external exercise. Look at
recommended.Interviewing the candidate--- At theyour existing employees; invest in them; provide
risk of getting more stinging feedback, I can't helptraining, education and other development
but state that the majority of managers inactivities. Take succession planning at all
wholesale distribution do a very poor job ofmanagement levels seriously. Dr. Rick Johnson () is
interviewing potential new employees. First of all,the founder of CEO Strategist LLC. an
most managers have never been trained on theexperienced based firm specializing in leadership,
interview process. It requires excellentstrategic planning and the creation of competitive
communication skills which includes the ability toadvantage in wholesale distribution. CEO Strategist
really listen. Many times, we are thinking of ourLLC. works in an advisory capacity with distributor
next question while the candidate is answering ourexecutives in board representation, executive
first question. That is reason enough to alwayscoaching, team coaching and education and training
have two people involved in the interview. Theto make the changes necessary to create or
second problem most managers encounter is themaintain competitive advantage. You can contact
fact that they don't prepare well. They don't dothem by calling 352-750-0868, or visit for more
their homework. Sure, they look over theinformation. CEO Strategist - experts in Strategic
resume, but that's usually the extent of it.Leadership in Wholesale Distribution.
Remember, the candidate, if she/he is smart, has