Shawnee Love   •  
October 24, 2013

I occasionally hear from an employer upset about an employee who oversold himself during the recruitment process.  Those shiny promises made in interviews, applications and online profiles are attractive. Personally, I would rather have someone who underpromises and overdelivers but the quiet humble voice isn’t always easy to find amidst so many clamouring for attention.

Interestingly, just because someone had great success in another company doesn’t mean they will be able to replicate it at your organization.  Economics, culture, talents, team members and timing contribute to success and can be difficult to replicate in another company at another time.  On the other hand, someone who has done it before and made mistakes (on someone else’s dime) could be a good option to leapfrog your company past obstacles (even if they do encounter other obstacles in your organization).

Here is a process to help you distinguish gold from glossy iron pyrite when recruiting:

1. Clearly identify what you want the person to be able to do (and accomplish),
2. Figure out who can do #1, i.e., what skills, qualities, knowledge etc. would someone need to be successful?
3. Target those people you unearthed in #2 with your job posting. Post where they will see it. Network there too.
4. Attract those #2 people to apply.  Tell them what is in it for them if they join you.
5. Find ways to screen out those who are all glitter and no substance while remembering that even gold has pits and pockmarks.  No candidate will be perfect.

If you can implement these 5 steps in a meaningful way in your company, you will find your golden talent.

Have you done it? How did it work?