Optimal Timing

December 27, 2017 Leave a comment

The hiring manager comes to you and says I need this and I need it yesterday.  That’s typical, but definitely not optimal.  If you need it right now, it’s late, and you’re at a disadvantage.  This leads to mediocre hires, maybe even bad hires.  Mediocre hires build mediocre businesses.  Bad hires…..well, you know the rest.

If the long range plan is that you will need someone with xyz qualifications, but there is no plan in place to get to the point where the business really needs that person, it’s too early.  Still, not optimal.

There is a window of time that is optimal for recruiting.  It’s way before the desperate immediate need and way after the long range plan.  You don’t have to be perfect, exactly on the dot, to have optimal timing.  You do have to be within that strategic window that allows you the time to find a great candidate and in which you will be able to act to bring them in.


Todd Kmiec



Taxes and Recruiting

December 20, 2017 Leave a comment

With the new tax law, corporate budgets will change.  This will impact recruiting on all fronts.  More money for recruiting budgets, to spend on ads and outside help, to hire more internal recruiters.  More money to push a company’s reach out further and to draw in the talent they need.

More money to hire more key people.  When cash flow increases, the first thought is to figure out how we can best use the increase to grow the business.  Hire more salespeople, open a new plant, develop a new product line……  All growth strategy leads to more and better recruiting.

Increased recruiting leads to increased business.


Todd Kmiec



The Second Reason

December 13, 2017 Leave a comment

The first reason that you recruit is to solve an immediate need.  The hiring manager recognizes a need, a strategic change, or some deficit that is preventing the business from achieving an objective.  He or she comes to HR or recruiting and says you need to find me this.  Whether you are patching, growing, or replacing there is an immediate need that you have to take care of.

The second reason you recruit is to build a better business, a great business.  You have a vision for the business, what you want it to be, what it can accomplish.  It takes great people to run a business that accomplishes great things.  People who care, who take initiative, who work hard, and have great skills to put things in motion and make them work.

Recruiting for the first reason is different than recruiting for the second.  The focus is different.  You can solve an immediate need without building a great team that will make a business great.  Or, you can constantly pursue great people filling immediate needs with them as often as you can.


Todd Kmiec



Trial Hires

December 6, 2017 Leave a comment

If your business model requires proven profitability for a  given hire, you may use some form of trial hire to make sure your new hire is profitable.  Some 100% commission sales positions are a fit for this.  Other roles typically involve a high percentage of hires that don’t stick for one reason or another.  If the job is difficult and not very high paid, employees may have a tendency to give up or there might be a good number of unreliable candidates in that field.  Other roles are technically specific and the ability to succeed is hard to define based on previous employment.

Trial hires can take a number of different forms.  Temporary staffing is one solution.  Low cost hires with a trial period can work as well.  But there are drawbacks.  Strong candidates in just about every field tend to be unwilling to accept a trial situation.  Candidates willing to work through a temporary staffing firm are limited, so the talent pool that you get there is limited.  Trying candidates out, hoping that they succeed, and moving on to the next candidate and the next candidate and the next candidate can be extremely frustrating, costly, and time consuming.  Great teams that do great work are not built with trial hires.

The other strategy is to make good hires.  Putting a process in place that greatly increased the likelihood that a hire will be good and profitable eliminates the frustration and cost of tryout after tryout.  It takes a little work to create a hiring process that works, but once it is in place it will save a lot more work and frustration going forward and will allow you to build a really great team.

Todd Kmiec



Your Job Yes, But Not Your Opportunity

November 29, 2017 Leave a comment

Robots are going to take your job, but not your opportunity.

For decades we have heard talk of robots taking our jobs, but we are getting a lot closer now.  By all accounts, AI is making big strides and everything from manufacturing to brain surgery is going to be handled by robots at some point.  Some say that by 2060 we are all out of a job.

This is, of course, extremely short sighted.  We’ve lost jobs to robots and automation little by little over time.  The manufacturing technician is out of a job……unless he or she can program PLCs.  The grocery checker is out of a job……unless he or she can provide good customer service and punch in the code for mangos when needed or check your ID for alcohol purchases.  Umpires may not be calling balls and strikes soon, but they will be on the field to make the calls that can’t be automated and interpret the rules in tricky situations.

The story isn’t changing.  You can’t stay still.  You have to evolve and improve your skills, but that has always been the case.  Every job is replaced eventually.  How many telephone operators do you know?  It is coming faster though.  We are in a period of big strides for automation, technology, and the early stages of the use of Big Data.  Jobs will disappear, but the opportunities won’t.  We aren’t looking at mass unemployment in the future, but those who fail to keep moving forward will be left behind.

Nothing new.


Todd Kmiec




November 22, 2017 Leave a comment

The Objective section of a resume is typically the most fluffed up and useless thing in the resume.  Rarely do you see this section saying anything worth reading.  Candidates struggle with what to put there and how to say it, resulting in a couple sentences of nonsense.

Much more effective is a Key Skills section in replacement.  Right at the top of the resume.  Too often the first question from a hiring manager is something along the lines of…..

Is this guy licensed?

Does he have XYZ software?

Does she have experience doing ABC?

Nobody wants to read resumes and dig for important information.  Key Skills in bullet points as the first thing you see will make sure that the important things are seen.  If you’re a fit and it’s the right role for you, you don’t want to hide it by writing about how you want to put a dent in the universe.  Save that for the interview.


Todd Kmiec




November 15, 2017 Leave a comment

Overall hiring strategy is a momentum game.  Slow hiring, lack of hiring, and reluctance to move forward and hire to improve the team will kill momentum and leave the business stagnant.

One really good hire makes an impact and gets the ball rolling.  A strategy to make a number of key hires over a specific period of time is better and will pick up momentum as you move forward.  The key is to make the first hire strong and one that impacts the bottom line.


Todd Kmiec



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