Insert Perfect Candidate Here

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If you’re like me and have been in the recruiting space for longer than a decade, it’s safe to say it’s been a wild ride. Unlike in-house recruiters or HR professionals, I’ve been fortunate with my time in the space. Not many organizations have an opportunity to study the job seeker in their most honest and transparent habitat. Luckily, our in-house think tank here at APA Solutions provides that very opportunity for me and my team. The research center we’ve developed gives us a chance to listen in on the frustrations of business professionals and hiring managers who have the immense pressure of finding talent. In addition, I hear the battle cries of job seekers from all levels seeking their next position. Having an inside look, I often wonder… how can they possibly be successful without this powerful data? Between technology, generational differences, skills shortages, poor talent brands and the host of other challenges, it’s a tough employment world out there. I’ve felt every emotion associated with identifying the “best in class” candidates my clients desperately need, and can honestly say transitioning to a brain-based recruiter has been a game changer for me. It truly has allowed me to put all the puzzle pieces together from traditional recruiting, assessments, data collection and case studies. Having access to these tools has provided a competitive advantage to our clients, which in turn produced great fulfillment. There’s no better reward than hearing from a grateful employer who cracked the recruiting code with feedback like: “my staff is more engaged,” “we are finally getting better candidates,” and “our employee brand is being recognized.”

As a certified trainer in DISC, I found that the transition to self-awareness through our research-backed tools was comfortable, and allowed me to look at the workforce through a scientific lens. Advances in NeuroLeadership have also provided me the knowledge to guide a hiring authority from a fixed mindset, to a growth mindset, effectively reinventing their recruiting process. My goal is to share real stories of client insight that were game changers physically, mentally and monetarily. If these stories sound all too familiar, hopefully I’ll succeed in convincing you through math and science to look at this growing issue in a new way.

I NEED A “Plug & Play”

In 2016, I worked with a privately held company consisting of 250 employees in the manufacturing sector. This company was desperate to align their culture to a high performing workforce based in accountability, and it was time for them to hire a “plug & play.” For their specific needs, this would require an Engineering Manager who fits into their organizational culture, and understands the business goals from day one. The term plug and play became a buzz word in about 2012, post-recession, while training was no longer a viable immediate option. This is where hiring managers wanted to employ already groomed workers with the education, experience, and skills to jump right into high gear. Companies began searching for the self-directed candidate who could hit the ground running, and immediately impact their growth and revenue goals with minimal handholding. My client was no different.

After having the role open for 6 months, the executive team, battered and perplexed, recognized the need for outside council. The company was familiar with our in-house research center, and was hopeful that our team could stop the monetary bleeding this open role was causing (Link for cost of open position). The first step was to utilize one of our proprietary tools, the Talent Brand Audit. Through this exercise, our team was able to decode in detail how the lack of internal (employee) brand was dramatically effecting their recruiting efforts. Any hope of attracting a “plug & play” candidate was quickly eliminated based on conflicting LinkedIn profiles, a product focused website, little to no cultural direction, and a barrage of negative Glassdoor reviews. Plain and simple, “plug & play” job seekers have plenty of career options to choose from. Just like a strong external or customer brand, impact performers expect to be marketed and courted appropriately. Once a one way relationship, recruiting is now a two way street.

What happened when we rebooted their talent strategy?

1.     Through math and science, our team helped them rethink their recruiting and interview process. It was important to align the mindset of their hiring managers and leaders to the mindset of the job seeker.

2.     We developed their employee voice and rebooted their talent pipeline. Our data proves you need to have a multifaceted approach to your recruiting process. The “One and done” ads and employee referral networks are only part of the process.


Overwhelmed with this information? Tired of having the same old hiring problems you did a decade ago? It’s time to rethink your recruiting process! Learn how to get into the minds of your hiring managers and potential new recruits. Contact your recruiting coach, Jean Filipiak. Let’s talk: CONTACT

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