UpLevel Sourcing

Tag: Recruiting

  • Where Healthcare Recruiting Falls Short: The ‘Mile Wide and Inch Deep’ Dilemma

    Where Healthcare Recruiting Falls Short: The ‘Mile Wide and Inch Deep’ Dilemma

    Where Healthcare Recruiting Falls Short: The ‘Mile Wide and Inch Deep’ Dilemma

    In the competitive world of healthcare recruiting, many agencies and recruitment teams fall into an approach that is “mile wide and an inch deep”. They aim to work with numerous clients, seeking quick wins and fast paydays from low-hanging fruit as they move through them. It serves them, does it serve you, the client?

    Typically, when working on a client requisition, most agencies run a quick database query and send a hurried email blast to a list, hoping for an immediate response. If they don’t get that early interest, they move on quickly to “greener pastures”, leaving the initial client with a half-hearted, hollow effort. This is why many hospitals and organizations are forced to string together multiple agencies with the idea that this will “cover their bases”. (Unfortunately, this usually has the opposite effect) > Here’s why

    This method often results in a disservice to the client, as it lacks depth and dedication, does not mine the best candidates, and can result in costly “bad hires” who don’t stick. And unfortunately, it feeds a negative impression of recruiting agencies in clients’ minds. The real reason for this dynamic is based on the chosen contingent engagement model used by most hospitals and healthcare organizations > Here’s why

    Healthcare Recruiting Done Right

    We take a different path. We work “an inch wide and a mile deep.” This means we are highly selective, choosing to work on one client project at a time and dedicating our full focus and resources to them until the job is done to their satisfaction. Here’s why this approach sets us apart…

    Deep Market Mapping for Recruitment Success

    For each client project, we map the entire market, especially targeting the passive candidate market. Passive candidates are often the most qualified but are not actively seeking new opportunities. (LinkedIn reports that 89% of passive candidates are open to considering new opportunities.) By identifying and engaging with these individuals, we ensure that our clients have access to the best talent available. This process involves extensive research and networking, leveraging our industry connections and databases to uncover hidden talent. We don’t just rely on job boards or active applicants; we proactively seek out the best candidates who may not be visible through traditional recruiting methods.

    Comprehensive Recruitment Campaigns

    Our healthcare recruiting campaigns are thorough and multifaceted. Understanding Recruitment is a “sales and marketing” campaign, we engage with multiple touchpoints across multiple communication channels, including phone, email, text, and social media. This ensures that we reach potential candidates wherever they are and engage with them in a meaningful way. Each touchpoint is carefully crafted to build a relationship with the candidate, providing them with detailed 360-degree presentation of the opportunity and addressing any questions or concerns they may have. This personalized approach helps to build trust and interest, making candidates more likely to consider the opportunity seriously.

    Client-Focused Recruiting & Personalized Attention

    By focusing on one client project at a time, we can provide personalized attention and tailor our strategies to meet their specific needs. This client-centric approach allows us to build strong relationships and truly understand the unique requirements of each role we are filling. We take the time to learn about our client’s company culture, team dynamics, and long-term goals, ensuring that we find candidates who are not only qualified but also a great fit for the organization. This level of personalization is rare in the recruiting industry, where many agencies prioritize volume over quality.

    Quality Over Quantity

    Our selective approach means we prioritize quality over quantity. We are not interested in quick hits or fast paydays. Instead, we are committed to delivering exceptional results by finding the right fit for our clients. This dedication to quality ensures long-term satisfaction and success for both our clients and the candidates we place. We believe that a successful placement is one where both the client and the candidate are happy and thriving, and we go the extra mile to make sure that happens.

    Long-Term Partnerships

    At UpLevel Sourcing, we believe in building long-term partnerships with our clients. By working closely with them on each project, we become an extension of their team, fully invested in their success. This collaborative approach allows us to provide ongoing support and guidance, helping our clients navigate the ever-changing landscape of healthcare recruiting. We don’t just disappear after a placement is made; we stay in touch to ensure that everything is going smoothly and to address any future needs that may arise.

    Continuous Improvement

    We are committed to continuous improvement and staying ahead of industry trends. Our team regularly participates in professional development and training to ensure that we are using the latest tools and techniques in our recruiting efforts. This commitment to excellence means that our clients benefit from the most effective and innovative recruiting strategies available. We are always looking for ways to improve our processes and deliver even better results for our clients.

    Transparent Communication

    Transparency is a core value at UpLevel Sourcing. We believe in keeping our clients informed every step of the way, providing regular updates on our progress and any challenges we encounter. This open communication helps to build trust and ensures that our clients are always in the loop. We provide detailed reports and feedback, so our clients know exactly what we are doing and why. This level of transparency can be uncommon in the recruiting industry, where many agencies prefer to keep their methods and progress under wraps.

    In summary, UpLevel Sourcing’s “inch wide and mile deep” methodology ensures that we provide a highly engaged, client-focused service. By dedicating our full attention and resources to each client project, we deliver superior results and build lasting relationships. Choose UpLevel Sourcing for a recruitment partner that truly understands and meets your needs. Our commitment to quality, personalized attention, and long-term partnerships sets us apart from other recruiting agencies. Let us help you find the best talent for your organization and achieve your recruitment goals.

  • The Most Advanced, Revolutionary Tool in Healthcare Recruiting!

    The Most Advanced, Revolutionary Tool in Healthcare Recruiting!

    The Most Advanced, Revolutionary Tool in Healthcare Recruiting!

    Are you using it?

    The most revolutionary tool in healthcare recruitment is NOT a high-tech A.I. marvel. It is simple, low-tech, timely, responsive communication.

    In today’s dynamic and competitive job market, healthcare organizations face an ongoing challenge: attracting and retaining top talent. In this pursuit, hiring managers are presented with a critical tool that isn’t a high-tech marvel, but one that yields incredible results – timely responsive communication.

    The scenario is all too familiar to those in the recruitment field. You receive a flurry of applications, emails, voicemails, and interview scheduling requests. What do you do next?

    Tick-tock, tick-tock…

    The race against time begins. The golden window? 1 to 4 hours, but certainly no more than 24 hours. Beyond that, you are losing candidates to more responsive competitors!

    “But I am overwhelmed and too busy!“

    Sure, that is very common, in fact, it’s the norm. However, the market doesn’t care. It’s just a sign that you have bad systems in place, and until you fix them, you will continue to lose great opportunities to competitors.

    But why does a quick response hold such tremendous power in the recruitment process? The answer lies in the impact of responsiveness.

    The Power of Responsiveness

    When you promptly respond to candidates, it conveys several crucial messages:

    1. Value and Respect: Timely communication tells potential employees that you value their time and respect their interest in your organization. It’s a fundamental courtesy that goes a long way in building a positive impression.
    2. Professionalism: Responsiveness is a hallmark of professionalism. It signals that you run an organized operation and take your recruitment process seriously.
    3. Proactiveness: A quick response shows that you’re proactive and committed to ensuring the best candidate experience. It sets the tone for a collaborative and dynamic work environment.
    4. Trust: Building trust is a fundamental aspect of any successful recruitment process. When candidates receive timely responses, it fosters trust and confidence in your organization.
    5. Transparency: Even when the response is to inform a candidate that they aren’t the right fit for the current position, a quick reply is a transparent and respectful way to handle the situation. It demonstrates that you’re honest and upfront about your decisions.

    The Personal Impact of Timely Communication

    Think back to your own experiences as a candidate or professional. How did it feel when you received an immediate response? Chances are, you felt valued, heard, and perhaps even pleasantly surprised.

    That’s the remarkable power of timely communication. It’s a simple, low-tech approach that has a profound impact on individuals. When candidates feel respected and appreciated, it sets a positive tone for their entire journey with your organization.

    Timely communication doesn’t just benefit candidates. It also makes the recruiter’s job more manageable. When candidates receive prompt responses, they are more likely to stay engaged in the process. They appreciate the clarity and the professionalism your organization demonstrates, making it easier to schedule interviews, gather information, and make informed decisions.

    Timeliness in Healthcare Recruitment

    Healthcare recruitment is a unique field with its own set of challenges and opportunities. Timely communication is especially critical in this industry for several reasons.

    1. Critical Roles: In healthcare, some positions are absolutely critical. The delay in filling these positions can have life-altering consequences. Timely communication ensures that you can secure the best candidates for these roles promptly.
    2. High Demand: The healthcare industry is perpetually in high demand for qualified professionals. This means candidates have numerous options. If your organization doesn’t respond quickly, they may look elsewhere.
    3. Candidate Experience: In healthcare, candidate experience isn’t just a buzzword; it’s a key determinant of your ability to attract and retain top talent. Responsive communication creates a favorable candidate experience.
    4. Efficient Processes: Timely communication streamlines the recruitment process. It prevents bottlenecks and delays that can be costly in terms of time and resources.

    Common Bottlenecks in Healthcare Recruitment

    Despite the clear advantages of timely communication, many healthcare organizations still struggle with common bottlenecks that hinder their ability to respond quickly to candidates. Identifying and addressing these challenges is crucial to optimizing your recruitment process.

    1. Volume Overload: The volume of job applications and inquiries can be overwhelming. Without a streamlined system in place, it’s challenging to handle this influx promptly.
    2. Manual Processes: Many healthcare organizations still rely on manual processes for candidate screening and communication. This leads to delays and a lack of consistency in responses.
    3. Coordination Challenges: Healthcare recruitment often involves multiple stakeholders, from HR professionals to department heads. Coordinating these efforts can be time-consuming, leading to delays.
    4. Resource Constraints: Limited resources, both in terms of time and personnel, can lead to a backlog of candidate communication.
    5. Technology Gaps: Some organizations may not have implemented the necessary technology to facilitate efficient communication and automation of routine tasks.

    Revolutionizing Your Healthcare Recruitment Process

    Now, with a deeper understanding of the importance of timely communication and the challenges that can hinder it, let’s explore how you can revolutionize your healthcare recruitment process.

    1. Implement Technology Solutions

    One of the most effective ways to streamline your recruitment process is by implementing technology solutions. Applicant tracking systems (ATS) and recruitment software can automate many routine tasks, freeing up your team to focus on personalized, timely communication with candidates.

    2. Standardize Communication

    Create standardized response templates for common candidate inquiries. These templates should be professional, personalized, and ready for immediate use. This approach ensures consistency in your communication and helps you respond promptly.

    3. Train Your Team

    Your recruitment team plays a pivotal role in ensuring timely communication. Invest in training to improve their communication skills and the use of recruitment technology. This investment will pay off in terms of efficiency and candidate satisfaction.

    4. Create Clear Communication Processes

    Map out clear communication processes that detail who is responsible for each stage of the recruitment process and what the expected response times are. Transparency in this regard can significantly improve your efficiency.

    5. Prioritize Candidate Experience

    Remember that the candidate experience is a key determinant of your organization’s ability to attract and retain top talent. This also impacts your brand, for better or worse, because word always spreads. Prioritize candidate experience throughout the recruitment process, and timely communication will be a natural outcome of this focus.

    6. Continuously Improve

    Regularly review your recruitment processes to identify areas of improvement. Seek feedback from both candidates and your internal team to refine your processes and ensure that you’re always striving for excellence.

    7. Consider Outsourcing the Process for Key Hires

    One effective strategy that healthcare organizations often overlook is outsourcing the recruitment process for key leadership hires to a specialized agency. Many internal hiring teams find themselves overwhelmed, as recruitment can become an additional responsibility piled on top of numerous other tasks. When recruitment response times suffer due to these overburdened teams, it can hinder your ability to attract top leadership talent and incur substantial hidden costs.

    Outsourcing recruitment for leadership positions can be a game-changer in several ways:

    • Expertise: Specialized agencies are experts in executive and leadership recruitment. They understand the unique requirements of these roles and can identify the best candidates efficiently.
    • Time Savings: Outsourcing allows your internal team to focus on their core responsibilities, enhancing productivity and the overall efficiency of your organization.
    • Wider Candidate Pool: External agencies often have access to a wider network of candidates, including passive job seekers who may not respond to traditional job postings.
    • Cost Savings: While it may seem counterintuitive, outsourcing can actually save money in the long run. The cost of a prolonged leadership vacancy and the potential consequences of hiring the wrong candidate can be significant. Specialized agencies streamline the process, reducing the chances of costly missteps.
    • Enhanced Candidate Experience: External agencies are often well-versed in creating a positive candidate experience, which can help in attracting and retaining top leadership talent.

    By outsourcing the recruitment of key leadership hires, you can ensure a more targeted and efficient process, freeing up your internal team to concentrate on their primary roles. This approach not only saves money but also increases your chances of securing the best leaders for your healthcare organization.

    Conclusion: The Game-Changer in Healthcare Recruitment

    In the competitive world of healthcare recruitment, the game-changer isn’t an expensive AI system or a cutting-edge technology; it’s as simple as timely, responsive communication. The power of responsiveness goes beyond just being courteous. It is the cornerstone of effective recruitment, conveying that you are an organization that prioritizes its “People Game”.

    Are you ready to revolutionize your healthcare recruitment process? The first step is to embrace the power of timely communication. By making this shift, you can create a recruitment process that not only attracts the best candidates but also retains them, ensuring the success of your healthcare organization. Your move is now to take action and seize the opportunities that timely communication offers. Your future success in healthcare recruitment depends on it.

  • The Surprising Truth about Working with Multiple Recruiting Agencies

    The Surprising Truth about Working with Multiple Recruiting Agencies

    The Surprising Truth About Working With Multiple Recruiting Agencies

    In my discussions with healthcare hiring managers, I often hear companies say they’re struggling to find qualified candidates for their key open (permanent) positions. I typically ask what they are doing and what is not working. More often than not, they’re working with multiple recruitment agencies, yet still not getting the results they want. So why is it that more agencies don’t equal better results? In this post, I’ll dispel the myth of working with multiple agencies and explain why it can actually be detrimental to your recruitment efforts.

    Recently, I had a conversation with Janice, an HR Director for a 130-bed medical center. She shared that they were struggling to fill some management-level roles and weren’t getting many applicants. When I asked what they were doing to find candidates, she said they were working with up to 20 different recruitment agencies. I wasn’t surprised to hear this. I said to Janice, “Well, give us those roles and we’ll fill them for you”. (I’m sure she just thought this was recruiter bluster and didn’t think much of it). Janice replied that their Chief Nursing Officer preferred to work with multiple agencies to “ensure complete market coverage”. That is a pretty common theory I hear. But as I explained to Janice, this strategy was actually hurting their recruitment efforts, would ensure the market was NOT covered, and in fact, it was accomplishing quite the opposite of what they intended.

    The common belief is that working with multiple agencies on key management hires will increase the likelihood of finding the best candidate. However, the reality is quite different.

    Below are the reasons why:

    Contingency recruiting Model

    Many hospitals expect their agencies to work on a “contingent basis”, which means the agency only gets paid if they successfully place a candidate who stays employed for a certain period of time. I understand why facilities would want to structure their recruiting model that way, but they are not helping themselves by doing so. Because of this model, agencies are essentially “working for free” until they make a successful placement. Therefore, they are forced to work on multiple roles (10-15) at the same time to spread out their risk and increase their chances of getting paid on at least 1 of them. This results in agencies putting only a small percentage of effort into any one role.

    Competition EFFECTS Among Agencies

    Recruitment agencies working on the same role are now in competition with each other, which means they must move quickly to present candidates to the client. As a result, they only shoot a quick message out to candidates who are actively looking for jobs (the “active candidate market”), which is only a small segment of the overall candidate market.

    The best quality candidates, passive candidates, are already employed and not actively looking for new opportunities (though LinkedIn reports that 89% are open and will consider new roles). Thus, these agencies miss out on the 70% of the candidate market that makes up the passive candidate market by not targeting them.

    So much for “ensuring complete market coverage”!

    active vs passive market
    Source 100% of the candidate market!

    Lower PrioritY RANKING

    Recruitment agencies rank job roles against other roles they’re working on, and they spend more time on the easiest roles to fill. Factors such as the difficulty of the search, communicativeness and responsiveness of the client, the client’s brand reputation, and the facility location can all affect the ranking of a role. And then, the fact that you are working with multiple agencies means your role is likely to be ranked even lower in priority and receive less attention.

    Candidate Pool Dilution

    Working with multiple agencies can lead to multiple recruiters repeatedly pitching your role to the same candidates. This can dilute your brand and diminish your offer. Candidates can also become wary of multiple pitches from different recruiters for the same role and may lose interest in the role altogether. It’s kind of like putting 20 different “For Sale” signs up in your front yard when selling your house. Not a good look.

    agencies reduced to “resume vending machines“

    Lastly, but perhaps most importantly, in rush to find a candidate they can quickly email over to you for submission, agencies are put in a position where they are not allowed time to do the most important job that they SHOULD be doing for you, which is finding THE RIGHT candidate, not just the next one! Recruiters should be completing thorough assessments and employing robust measures to ensure any candidate submitted is a clear match for the job and the expectations of the hiring team. This takes more time than just firing off a resume (that checks off the basic skills requirements) to the client. This is only wasting the client’s time as most qualified resumes (statistically) are not a good fit for the job and facility. It takes a professional recruiter to drill down, source, assess, and recruit candidates who not only meet the skills and experience requirements but also attitudinal and behavior measures!

    Conclusion: There is a better way

    In conclusion, the idea that working with multiple recruitment agencies will result in better results is a myth. In fact, it can lead to counterproductive results, diluted efforts, lower prioritization, and actually missing out on the best candidates in the market.

    Instead, it’s better to work closely with a select agency that devotes its full attention to your critical role and scours the entire market for the leader you are looking for! And, importantly, you are not going to spend any more money on the recruitment effort by retaining their services. In fact, in the long run, you will likely spend less because you are hiring properly “fitted”, matched-to-the-culture employees who will become a value add that you will not have to replace in 5 months!

    This will ensure that you get to look at the highest quality candidates that fit your needs and increase your chances of experiencing the best possible result and outcome.

  • Retained vs Contingent Search: What Hospitals Need to Know

    Retained vs Contingent Search: What Hospitals Need to Know

    Why Small and Midsized Hospitals Should Use Retained Search Recruiting Model

    In the healthcare industry, small and midsized hospitals often face a challenge in finding the right talent for executive and senior-level positions. The traditional approach of contingency-based recruiting can lead to a number of problems. In this blog post, we will discuss why small and mid-sized hospitals should consider hiring recruiting agencies on a “retained” basis instead of a contingent basis, outlining the problems with “contingent search” models and the benefits of “retained search” models in the healthcare recruiting industry.

    Contingent Search Model: Problems and Limitations

    Contingent search models are commonly used in the healthcare industry. However, the contingent approach to recruitment can be problematic for small and midsized hospitals. One of the main problems with contingent search models is that the recruitment firm is not incentivized to prioritize the search for the hospital. In this model, the recruitment agency only receives compensation if a placement is made. As a result, the agency may work on several different projects at the same time and only devote a limited amount of time and resources to each search. This can lead to rushed decisions, poor candidate screening, and a lack of focus on the specific needs of the hospital.

    Another problem with contingent search models is that they can result in a higher risk of bad hires. Since the recruitment agency is only compensated if a placement is made, they may be more likely to present candidates who are not a good fit for the role. Additionally, because the agency is working on multiple projects, they may not be fully invested in the success of the placement.

    Benefits of Retained Search Models in Healthcare Recruiting

    In contrast to the contingent search model, a retained search model ensures that the recruitment agency is fully invested in the success of the placement. Retained search agencies, as described in [1], are expected to have advanced knowledge of the industry and better understand what the hospital needs in a great employee. They charge a placement fee based on the annual salary, which incentivizes them to find the best candidate for the job.

    There are several benefits to utilizing a retained search model for healthcare recruiting. Firstly, retained search firms prioritize the search for the hospital, which ensures that the placement takes higher priority than commission-based placements. As a result, the hospital receives a more thorough search and better candidate screening. Secondly, the retained search model reduces the risk of bad hires, as described in [3]. Retained search agencies are incentivized to present only the best candidates for the job, which reduces the risk of a bad hire.

    Conclusion

    In conclusion, small and mid-sized hospitals can benefit from hiring recruiting agencies on a “retained” basis instead of a contingent basis. Retained search models prioritize the search for the hospital, and reduce the risk of bad hires. In contrast, contingent search models can lead to rushed decisions, poor candidate screening, and a higher risk of bad hires. By choosing a retained search model, hospitals can ensure that they receive the best possible candidates for executive and senior-level positions.

  • The Difference Between Recruiting & Sourcing

    The Difference Between Recruiting & Sourcing

    Sourcing & Recruiting Talent

    So people always ask, “What is the difference between recruiting and sourcing”?

    Well frankly, they are night and day. Yes, both have the same end goal of finding that “right hire” for your organization. However, they represent two completely different roles and processes in getting to that end goal – and BOTH are vital to the process.

    So in the same way that the night and the day comprise a full-cycle 24-hour “calendar day”, sourcing and recruiting comprise an entire full-cycle recruitment effort. They work hand-in-glove together to produce the full outcome.

    Let’s explore the sourcing and recruiting essentials.

    Sourcing talent is the practice of locating, identifying and compiling a list of potential candidates based on a set criteria. This is the first essential step in a robust overall recruiting campaign. “Sourcing” is the act of locating candidate profiles that meet the very basics of a job description, while keeping the barrier-to-entry relatively relaxed in order to not prematurely eliminate any potential prospects.

    “Recruiting” on the other hand is the marketing activity of reaching out to that prepared list, speaking with them, qualifying them, developing the beginnings of a relationship and walking them though the opportunity and ultimately presenting them to the end client.

    To use a fishing analogy, there is no purpose in fishing (recruiting) unless you have first identified a pond with fish in it (sourcing)!

    Don’t like fishing? Ok, how about this…

    To use a bowling analogy; sourcing is “setting up the bowling pins”, and recruiting is “knocking them down”.

    Quality sourcing supports successful recruiting

    When considering the difference between recruiting and sourcing, it is important to know they are not mutually exclusive, but do work hand in glove. Sourcing activities happen at the front end of the recruitment process. But to wage an effective recruiting campaign, quality sourcing must be done “at scale”. It is vital to start with and create ample candidate volume in order to winnow it down in the recruitment phase to the right group of qualified, targeted candidates, from which you will hire your ideal candidate.

    Sourcing done right

    Quality talent sourcing does not rely merely on job postings to find candidates.

    A professional sourcer does NOT just rely on active candidates (those currently LOOKING for job opportunities and/or currently unemployed).

    A professional sourcer searches also for passive candidates, those who are already employed and not actively seeking new jobs. (LinkedIn research indicated that a whopping 89% of all passive candidates are open to new job opportunities presented to them). These passive candidates are typically the most qualified, sought after talent available. However, companies in hiring mode never seemed to have time to pursue this segment – sorcerers do!

    Sourcers might also work with lots of cold and warm networks. Sourcers use social media recruiting, research competitors’ employees, and Internet resume solutions.

    Sourcing is a vital part of the recruiting process. Without a robust sourcing campaign, the overall recruiting process is greatly diminished. Sourcing-at-scale allows recruiters to then work from a far larger pool of candidates and dramatically increase the percentages of finding that ideal candidate.

    Recruiting

    Recruiting is the next phase in the process. Recruiters then take over where the sourcing role ends. Recruiters are the “connective tissue” between candidates and clients providing an “agent” function. Ultimately, recruiters make sure clients are satisfied.

    Recruiters are also responsible for certain administrative tasks that support the overall process. They post openings on job boards, review applications, conduct screening, coordinate schedules, and handle other client needs.

    The Blending of Recruiting and Sourcing

    Sourcing and recruiting can each be considered full-time roles. But sometimes those roles can merge depending on the business structure of the recruiting agency.

    One person might fulfill both roles. A single recruiter might be searching for passive candidates, while at the same time generating active candidates from a job board postings.

    The recruiter will then assess all candidates and choose the best ones to submit to the client. Here again, there is yet another role in the process, the “client account manager”. This is the person who handles the client, and takes the product of the recruiting effort and presents the candidates to the client. For large firms, all of these important roles and functions are broken out into full-time roles. At a very small agencies, these roles and function may be performed by one person. It all depends on placing the right amount of resources on the campaign to get the job done.

    These days, the sourcing, recruiting and client management job is more and more demanding. Technology has played an important role to be sure and has helped to reach more candidates effectively, however, recruiting will always be a people business that requires human connection and interaction.

  • Hire People Not Resumes

    Hire People Not Resumes

    Hire People Not Resumes

    I don’t put too much stock in resumes. Sure, they can tell a story, but not nearly the whole story.

    I remember sitting in Mr. Bonner’s 9th grade biology class. Up until that point, I couldn’t care less about school. I watched the clock just waiting to get out of there as fast as I could so I could go play football in the park with my friends.

    I was smart, smart enough that I could get straight C’s without even trying. Literally, I didn’t try at all. So if you looked at my report card (my resume), you wouldn’t consider me, I wouldn’t stand out and you would pass me right over without a thought.

    But Mr. Bonner’s class was different. It wasn’t because I liked biology, I didn’t even know what biology was. It was him. He was a great teacher and effective communicator. He looked “beyond the resume” and he found ME, and he engaged me. Biology became fun and Mr. Bonner was the one to make it interesting for me.

    He opened up a whole new world to me. That class became an easy A on my resume.

    Don’t Hire Resumes, Hire People

    So when I hire people, I always remember that lesson. Sure, you bet I’d consider their resume, but I always looked deeper. I’d look for some sort of spark in their eyes that I could find and work with.

    If a candidate had a history of “job hopping”, I’d take note, I’d ask about it, but I always figured in their life they never had a Mr. Bonner as their manager. I would become their Mr. Bonner, and they would find their footing and way forward.

    And why would I do that for them?

    Because, whether it is in school or business, that kind of mentorship is the difference between production and failure in most students and employees. It is a great investment that is rewarded over time.

    Looking back, many of my top performers were nearly always people who had spotty resumes without a clear history of demonstrated success. But, I saw something in them that I could work with and they generally responded to me “finding them” and betting on them! I don’t know, perhaps that just became “my cause”, and I just made it work for me.

    Nevertheless, good hiring requires leadership in the upper ranks to reach down into the entry levels to personalize a new employee’s success and make it their responsibility.

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