FOverqualified candidates. Talent wars. Cultural fits. How to get hiring right at any company Fifteen years ago, Heidi Krupp-Lisiten hired based on likes rather than skill set. “It was more of a gut check. I was young and just starting and had never hired or fired anyone at the previous jobs I had, so I didn’t know and understand the man- agement process, ” says Krupp-Lisiten, president of Krupp Kommunications, a 28-employee public relations, branding, media and marketing agency in New York. Now much wiser, she says, “I learned the hiring process isn’t my best skill, so I don’t
do it. I have others vet and check refer-
ences, skills, and then use me as the last
interview. I can see if they are the right cul-
ture fit as well as offer any gut checks.”
What company doesn’t want dream
employees? A company is only as good as
“Making poor decisions will cost
both your company coffers and your
company culture dearly,” says Dave
Anderson, author of How to Lead by The
Book: Proverbs, Parables, and Principles to
Tackle Your Toughest Business Challenges.
Hiring was tepid at best during the
Great Recession, and as the recovery
goes through its fits and starts, it’s still a
buyer’s market for employers. “There is a
very large and highly qualified talent pool
to choose from. Employers can afford to
be picky and hold out for the best possible contributor,” Anderson says.
That luxury presents its own problems,
though. With superstars aplenty, do
firms snatch up candidates for positions
By Sheryl NaNce-NaSh
IllUSTra TIONS By OlIVer MUNDay
for which they are clearly overqualified?
Then, too, the sheer volume of responses
an employer receives increases the time
it takes to cull through all the résumés
and applications. In addition, the percentage of applicants not presenting the
qualifications an employer seeks may
also increase, producing a lower rate of
return on the time spent in recruiting,
says Christine Walters, author of From
Hello to Goodbye: Proactive Tips for Maintaining Positive Employee Relations.
In short: There’s more work to be
done, yet many companies made cuts in
talent acquisition staff.