LinkedIn was once described to me as “Facebook for business” when I first got a job and signed up. Made sense. However, it’s now becoming more and more just “another Facebook” as every other post is a meme or a gif or a selfie video…making less sense.
I lose count of the number of times in a day I see posts online about how “the two most important things in any company do not appear in its balance sheet: its reputation and its people” - Henry Ford. Memes blazoned with quotes from Steve Jobs to Winston Churchill testifying to this fact are in danger of crashing LinkedIn every hour due to their ubiquity.
These particular quote types don’t irritate me in the slightest though; it makes me happy as it is so true and also a huge positive advert for the industry I work in.
The simple fact that any business is fundamentally a product of its people is a thing to celebrate. Any business’ recruitment policy and process is therefore the most important thing to get right from soup to nuts to ensure you do not hire the wrong person. “If you think it’s expensive to hire a professional, wait until you hire and amateur” - Red Adair. Another classic but pertinent quote used often on social media but studies show it costs at least 30% on top of an annualised salary to hire the wrong person – not ideal.
The hiring process starts with choosing the right recruitment partner who understands your business and culture above all else in order for them to identify the right kind of individual who can not only “do the job” but who can add to the business is many other ways.
So it’s not just about finding someone: “People are not your most important asset. The right people are” – Jim Collins, it’s about finding the right one. And the right person for one business will not be the right person for every business and so if you have a relationship with a trusted recruiter it is important to work with them and value their service and opinion to get the hiring process right from the outset.
At KennedyPearce we value our business relationships above all else as that is the key indicator of our success; when we are trusted by our clients with one of the most important processes they undertake in finding them new people it shows we are doing things the right way.
We also do things the right way when hiring internally and not just go for a bums on seats approach to sales recruitment. We take our culture and hiring process as seriously as we do that for our clients as we have not only the responsibility to hire for KennedyPearce but the subsequent responsibility to hire for all our clients.
For both areas we adopt the philosophy of “Don’t hire anyone you wouldn’t want to run into in the hallway at three in the morning.” Tina Fey.