I’d like to think I’m a moderate risk taker – I’m one for taking some good calculated chances here and there. I’m NOT one for even thinking of attempting a free solo climb of El Capitan like Alex Honnold (check out this documentary if you want to bite all your nails off and sit on the edge of your seat with one hand over your eyes and the other hand gripping the arm rest).
Two highly qualified AND likeable job candidate resumes are sitting in front of you. You’ve gone through extensive interviews, background checks, and reference checks on both and now it’s decision time. Enough waffling, enough “Pro and Con” back and forth in your brain – you must choose one or the other.
Let’s be honest, building out A-Teams for your business isn’t easy. Great talent, great culture, profitable business – we all want it! The issue arises when business owners get impatient with the process. They have a talent gap, they want it filled… yesterday. Unfortunately, when hasty hiring decisions are made to fill a role, a lot of proverbial rocks are left unturned. The result is high turnover and employee morale takes a nose dive.
In my line of work, I speak with a lot of potential hires on behalf of client organizations, so it’s not surprising that I’ve learned quite a bit about what candidates want and don’t want from me and the companies I represent. We believe that what makes KMR’s search process different from every other firms is our focus on becoming an extension of your business. We learn the ins and outs of your company, what makes you different and unique, so that we can represent your brand and your culture in the candidate marketplace. Beyond the job functions and expectations, we consult with a client organization to fully understand their marketplace, their culture, their pain points so we can provide to you a short list of the highest quality candidates for the role, not a long list of possibilities.