Mistake #5: Delegating all oversight of the recruiting process to your Recruiting Leader

The leader of your staffing organization bears a large responsibility for the success of your company. He is the one who must not only create the overarching recruiting strategy but must also oversee the tactical implementation of all of the processes that ultimately make up a satisfying hiring experience. In the absence of doing these things well, an organization will fail to hire the people it wants and those that do join may do so with some hesitancy. This is not exactly starting things off on the right foot.

Accordingly, the CEO needs to be aware of her company’s recruiting process and must emphasize to her team the importance that she puts on flawless execution of this process. This includes prioritizing interviews on her schedule, showing up on time to the interviews, and being prepared in advance for each candidate.

The CEO must set the standard for the expected behavior of her staff in this process by maintaining a very visible presence in the recruitment of her staff and other key hires. Is there a rock star engineer coming into meet with a manager? Great! The CEO should make sure that she puts time on her calendar to meet with the engineer, as well. Better yet, she should call him at his home afterwards to ask him if he has any questions for her about the company. And she should send a nice note to the critical marketing manager that she would like to hire from a competitor. Bill Gates was famous for stepping out of meetings at Microsoft to shake a key recruit’s hand or to call him at his home. He knew that hiring the right talent was his job #1.

Hiring good employees is a contact sport. It is a hard game to win but it is necessary game to win, as well. A CEO cannot outsource this duty completely to others. It is a CEO’s duty to get involved and stay involved. The moment a CEO takes her eye off the ball, mediocre employees will begin to be hired. Star employees will notice this and soon realize that they are in the wrong place. They will begin to leave and more mediocre employees will join the ranks.  It is a vicious cycle that, thankfully, a CEO has the power to prevent.

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