Earlier this month, Danny Kerr gave a MetalconLive! presentation titled Attracting and Hiring Rock Star Staff. Kerr is managing partner and founder of Breakthrough Academy, Abbotsford, British Columbia. The company helps entrepreneurs in the trades grow their companies’ profitability and effectively manage their time.
Based on his own recruiting experiences and observations, Kerr offered his advice to viewers, all designed to ensure they hire individuals who are the right fit for a company. “We’re not in a recession of work; we’re in a recession of people,” Kerr said. “The most important part of running a company is finding good people. Recruitment is just this forgotten skill.”
To help webinar viewers hone this skill, he urged them to apply client-marketing concepts to find prospective employees. “A really good sales and marketing process vets out kinds [of people] who are not really a good fit and a really streamlined process to bring people through the funnel,” he said. “It’s exactly the same for recruitment and hiring.”
Kerr shared his process for finding the right staff for the right position. Part of this search involves a new way of viewing prospective employees. While it’s important for these individuals to have the required skills, he said, it is also vital that prospective employees’ personal traits make them suitable for the job. And these traits cannot be trained. “You can’t really train accountability, you can’t really train someone to be open and creative or align with core values or have passion. [These qualities] are either in somebody, or they’re not,” he said.
Successful recruiting, according to Kerr, starts with building an ideal candidate profile. Strengths, weaknesses and skill sets are crucial in building an ideal candidate profile, but there are more qualities to consider, according to Kerr.
“What a lot of us miss is what the candidate is actually looking for,” he said. “What excites that person? How do they feel about their work? What are their goals? What do they love about their job? What do they hate about their job? What are they looking for? What are they fearful of? What’s going on in the mind of your ideal candidate? A lot of us don’t give that enough thought,” he said, adding that business decision makers think this way for sales and marketing purposes, but not when it comes to hiring personnel.