Who you hire directly affects your reputation profit and growth – part 2

By GSR2R Admin | 13th February 2023

In my previous blog, we talked about the cost of a bad hire and questions to ask yourself to end the cycle.

I this blog, I am going to demonstrate how together, we can develop a plan that highlights if the recruiter is right for you and your business, uncovering the triangle to a successful hire.

Skills | Do their current skills match the job needed?

Motivation | Is the individual motivated to use those skills?

Values | Will they be a great culture fit and up hold your values?

Hiring the right people who align with your values and how you work, will be your highest performers. 

Over 70% of recruiters placed by GSR2R became highest performers.

I cannot stress enough how the interview process is instrumental in hiring success or failure, however is overlooked as a priority in most businesses.

How much preparation do you put into an interview?

Interview prep checklist

1. Define requirements

Ascertain the true skills which are needed for the role and how will you be determining and evidencing that the recruiters you are interviewing possess these skills that you need.

2. Candidate experience

Flip your mindset to being a recruiter looking for a new role. Understanding what’s in it for them, to clearly define how to represent this in a language relatable to recruiters.

3. Assessment

When did you last stop and think about your interview process? Who is involved? How are you deciding who is right? What measures do you have in place to ensure that recruiters are representing themselves authentically?

Slow down to speed up

We know our clients sometimes rush through or get excited about a candidate.

GSR2R’s average candidate stays in a role 7+ years.

This is down to the strength of our interviewing skills.

I can share these with you.

Our interview masterclass refines the skills you need to stop the cycle of bad hiring, focusing on 5 key essentials.

1. Candidate experience | what are recruiters looking for in their next role and what do they want from the interview?
2. Values | does the candidate values align with the company and how do you know?
3. Skills | as a recruiter, for the role and for your business needs
4. Motivations | working within your culture to be a high performer in it for the long haul
5. Structure | Implement an interview structure to highlight the red flags

Talk to us today about getting your masterclass started and become the master of your hires.

Cheryl Wing

cheryl@gsr2r.com

07980 759001