One of the hardest areas in business to consistently get right is “picking winners.” Great talent that makes an impact is a game changer for any business. Of course, picking winners is easier said than done.
I’ve written on some recruiting challenges in the past….
Picking the winners is flat out hard, no matter how sophisticated the process. Many people try different methods to increase their batting average:
“Case Study” Presentations – Give the candidate an assignment, have them present results to a panel
Extensive reference checking
Skill screening tests (especially for technical areas)
All methods provide insights/data points to increase the odds of success. Unfortunately, I have yet to see a combination of methods that increases the odds over time.
However, I HAVE seen a couple of warning signs that DECREASE the odds of the candidates success:
A real hard charging focus on up-front salary negotiation
A greater than “average” concern for a particular title, one that looks good on the resume’ or provides a degree of “prestige.”
Let’s take the first one, the hard charge towards maximizing the starting base salary. I get it, I love the hustle, the ambition and the fight for what a candidate perceives to be their fair market “value.” Salary is one of the most sensitive areas of business, it’s a black and white number that tends to be compared, analyzed and too much self worth wrapped up in that one number. It’s one of the ultimate barometers of business. There’s a problem however with the hard charging negotiation for candidates that have been extended an offer/invitation to join a company….
By definition, a job candidate that has been extended an offer has not accomplished one thing. What they have demonstrated is an impressive showing BEFORE the bell rings.
Their pitch on value is all related to potential, or their past track record.
Some level of negotiation could be considered “expected.” However…