Welcome to your new home away from home.  Thanks for signing all those forms, here’s your personal ID and a badge.  Now I’ll escort you to your space and later somebody will come by to drop off supplies.  Over there is where we eat, to the right are several common areas and the parking lots are in the back.  You do know we’re meeting up front at 11:00, right?  Well, here we are.  Bathrooms are down the hall on the left, good luck.

So, your search firm has presented a short list of candidates. You interview three. One is a complete miss. You decide between the two finalists, but the choice is pretty clear. Candidate A is the overwhelming favorite amongst the leadership team. They all connected with her, she has great credentials, and she’s motivated to join your company. She’s hired.

Your highly touted CFO candidate just declined your job offer.  Given the timing at this advanced stage, all other motivated candidates have moved on, leaving you with no back-ups.  Your stomach churns, you had vouched to the Board that this would come together.  Even worse, as news breaks to the team you literally see morale-deflating.  And you can’t ignore the numbers flashing in your head – you know that the opportunity cost of prolonged executive recruiting is typically 4(x) the salary of the vacant role, meaning your company is wasting approximately $20,000 per week as this CFO role goes unfilled.

Growth hacking is a surging trend when it comes to branding and marketing, with startups especially. But what exactly is “growth hacking?” Let’s start there; growth hacking is a type of marketing which focuses on low-cost and innovative alternatives to traditional marketing. Common examples include social media and viral marketing, as opposed to buying advertisements through traditional media.

Most leaders like to think they have the hiring process wired – define the need, reach out to your network, interview three candidates and hire the best one. Honestly, we wish it could always be that simple; and for some roles, it is. So why do some of these new hires quit, or worse, have to be terminated within one year? Something was missing.

Ever heard of the Rooney Rule? In the National Football League (NFL), the highest level of professional competition in American football, the rule requires teams to interview minority candidates for head coaching and senior football operation jobs. A straightforward concept, makes you wonder how it evolved and if it has positively impacted diversity hiring in the NFL. A more provocative thought – what if a scenario like this existed in Corporate America.

Recruiting is a dance. Hiring the best person for a given role requires two parties, working together to truly determine whether the needs of one can be met by the needs of the other, and vice versa.

Today, everything has changed. Fifteen to twenty years ago, we used to think about connection very differently than we do today. The concept of social media was a topic for daydreams, not reality. The people we knew, “Connections,” were linked to us in some tangible way; family, friends, work, school, or maybe someone you met on vacation. The technology of the day was time-consuming and presented a barrier to connecting; phones, letters, or face-to-face. Then we entered the hyper connection age, and the number of possible connections exploded.

 

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