1. Know Us…Know Success.Know Us…Know Success.
Avoiding the Pitfalls
of a CEO-led Hiring Process
Do you have employees who perform
differently than expected from the
interview?
JK Consultants – 98% of our candidates
have had a high impact contribution and
have met or exceeded their established
goals and objectives.
2. Know Us…Know Success.Know Us…Know Success.
Avoiding the Pitfalls
of a CEO-led Hiring Process
After decades of advising CEO’s and senior
level executives about hiring, interviewing and
succession planning, I see definite patterns in
a company’s hiring success and failure. The
following will guide you through some of the
more common internal hiring pitfalls. Fred
Khachi President and CEO JK Consultants
3. Know Us…Know Success.Know Us…Know Success.
Duties of a Professional Recruiter
A recruiting process should identify, contact and
screen ALL available candidates, not just the
ones who have their resumes posted on the
internet.
A recruiting process should result in a high
impact long-term employee.
If you are trying to perform the duties of a
recruiter you are working IN you business rather
than ON your business and this is an inefficient
process.
4. Know Us…Know Success.Know Us…Know Success.
Some Common CEO-led Hiring Pitfalls
There can be no hiring mistakes in today’s economic
extreme conditions.
Precision and excellence in recruiting are required.
Although many more pitfalls could be added to this list,
every CEO should at least avoid the following:
• Failure to Lay the Proper Foundation
• Shallow Sourcing
• No Sense of Urgency
• Superficial Interviewing
5. Know Us…Know Success.Know Us…Know Success.
#1 Failure to Lay the Proper Foundation
“I needed to hire someone yesterday. How fast can you
start?”
Your team is overworked, stressed, exhausted.
You need to hire someone for that vacant
position now. But, in your haste, you don’t lay
the proper foundation.
A proper foundation can ensure long-term
successful hire. Don’t reach for a solution before
analyzing the problem.
JK Consultants, a recruiting professional, can
help walk you through all the steps that will lay
the proper foundation and ultimately lead to a
successful hire.
6. Know Us…Know Success.Know Us…Know Success.
#2 Shallow Sourcing
“I have to select a candidate from those actively seeking a
job but I know I am not seeing ALL available candidates.”
Is your human resources department fishing for
resumes in shallow waters?
Is your search process attracting only the
aggressive candidates who have resumes on the
internet?
JK Consultants casts a wide and deep net to
recruit those top performers. We have a deep
sourcing strategy to reach and attract selective
and passive candidates who are not actively
looking for a job.
7. Know Us…Know Success.Know Us…Know Success.
#3 No Sense of Urgency
“I like this candidate but I feel that
there are stones left unturned!”
Many CEO’s can’t make that final offer because
there is a sense that there are stones left
unturned. The CEO is right but passive
recruiting will never turn all the stones.
JK Consultants actively recruits in your
competitive environment and knows how to find
the right executives at the right time.
Here is a quick test: Does your recruiting
process identify passive candidates who are not
on the internet job boards? If not, it is time to
change what you are doing and call JK
Consultants.
8. Know Us…Know Success.Know Us…Know Success.
#4 Superficial Interviewing
“I already know how to interview. After all, I have hired
the other members of my executive team.”
Initial screening for experience and technical skills may
eliminate some very qualified candidates.
Human resources interviews are usually polite and
superficial since they are trying to represent the company
in a positive light.
Many CEO’s try to hire a candidate that is just like
themselves.
It is common to hire based on personality or charm.
JK Consultants will prescreen each qualified candidate
under the magnifying glass.
JK Consultants can help a CEO develop a well-structured
interview and selection process.
Do you have employees who perform differently than
expected from the interview? If so, it is time to call JK
Consultants.
9. Know Us…Know Success.Know Us…Know Success.
JK CONSULTANTS
What makes us different?
JK Consultants is a dynamic executive recruiting firm
with a broad range of capabilities and expertise.
What makes us different?
• 98% of our candidates have had a high impact
contribution and exceeded their established goals and
objectives.
• More than 97% of our candidates have remained in
their employment for over 4 years.
• We are the only recruiting firm who has always offered
a one-year guarantee, the longest in the industry.
• 80% of our business has been referred to us by clients
or candidates.
10. Know Us…Know Success.Know Us…Know Success.
JK Consultants
Free Consultation
We want to offer you a taste of the value
we can bring to you.
Call to reserve a free telephone consult
Fred Khachi
President JK Consultants
209-532-9999
www.JKSuccess.com
You Never Know Where Professional Friendships May Lead
Notes de l'éditeur
The first recruiting challenge we are going to talk about is whether or not you are an employer of choice.
Every great organization is a place where the best people want to work. Your current employees and culture should attract the top performers. Employees should be proud to say they work for you.
One challenge is to brand your organization as the place everyone wants to work and other companies want to imitate. What do your employees envision when they think of your organization as a workplace?
To become an employer a choice you can begin by surveying your own employees right now to see if you have a motivating work environment, fair compensation, growth potential and open communication throughout all levels of your organization.
The first recruiting challenge we are going to talk about is whether or not you are an employer of choice.
Every great organization is a place where the best people want to work. Your current employees and culture should attract the top performers. Employees should be proud to say they work for you.
One challenge is to brand your organization as the place everyone wants to work and other companies want to imitate. What do your employees envision when they think of your organization as a workplace?
To become an employer a choice you can begin by surveying your own employees right now to see if you have a motivating work environment, fair compensation, growth potential and open communication throughout all levels of your organization.
The first recruiting challenge we are going to talk about is whether or not you are an employer of choice.
Every great organization is a place where the best people want to work. Your current employees and culture should attract the top performers. Employees should be proud to say they work for you.
One challenge is to brand your organization as the place everyone wants to work and other companies want to imitate. What do your employees envision when they think of your organization as a workplace?
To become an employer a choice you can begin by surveying your own employees right now to see if you have a motivating work environment, fair compensation, growth potential and open communication throughout all levels of your organization.
The first recruiting challenge we are going to talk about is whether or not you are an employer of choice.
Every great organization is a place where the best people want to work. Your current employees and culture should attract the top performers. Employees should be proud to say they work for you.
One challenge is to brand your organization as the place everyone wants to work and other companies want to imitate. What do your employees envision when they think of your organization as a workplace?
To become an employer a choice you can begin by surveying your own employees right now to see if you have a motivating work environment, fair compensation, growth potential and open communication throughout all levels of your organization.
