Recruiting Basics Archive

When it comes to growing a successful consulting firm what you don’t do is as important (maybe even more important) than what you do.

Here’s a List of Don’ts every consulting firm President should know:

1. Don’t spend your surplus. Most firms fail for one simple reason – they run out of cash. As tempting as it may be, don’t reinvest all of your profits or blow the money on say, that shiny new Lexus you’ve had your eye on. If your goal is growth, you must have cash on-hand at all times. Because lean times are ahead. But a fat piggy bank can help see you through.

2. Don’t start another business. Focus on what you already have and do it well. Don’t fall into the trap so many entrepreneurs find themselves in: biting off more than they can chew. Resist the temptation of “shiny new objects.”

3. Don’t fall for the “Rainmaker.” So you had an interview with an awesome business developer who promised they will bring their big clients and big sales skills with them. Nine times out of ten, these types have sold for big brands and aren’t used to fighting for clients. So save that fat salary they are asking for, and pass. (Contact Bill McCabe to recruit the best fit for your firm).

4. Don’t open an over-seas office until you’ve made it in your home country. Unless you’ve already made millions (many millions) in your homeland, forget about the sexy idea of opening an office in an exotic locale. This almost never works as a growth strategy.

5. Don’t get a big head. So you’ve made some money. Landed some big clients. Can finally afford that cosmetic dental work…don’t let it go to your head. Quite often it’s after a little taste of success firms fail. Remember how hard you worked to get where you are? Well, slacking off now isn’t going to get you any further. Keep your ego, and your wallet, in check. Facebook founder, Mark Zuckerberg, drives a modest $30,000 Acura TSX. And Warren Buffet still lives in the house he bought for about $135,000 back in 1958.

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  • 5 THINGS TO PLAN BEFORE YOU POST YOUR JOB LISTING

    • 5 THINGS TO PLAN BEFORE YOU POST YOUR JOB LISTING

    The more the web replaces old methods of finding and recruiting candidates, the more the same cliched words and phrases come into play. Be it a stale description, a too-soon plunge into rules and requirements, or even a dated, uninformative listing, the nuances of web-based recruiting mean that every single word that you use in describing your dream candidate now matters.

    You need to keep pace with the big players on the market, who can spend millions to hire the absolute best available, through targeted marketing and luxurious benefits. While large firms may be more able to spend, this does not price you out of the market. As it turns out, it matters more what you say than how you display it.

    When creating your new job listing, there are several key things to plan before you even start to write:

    1. Your Culture. Is your office young and hip or more of a business-oriented place? Who do you want to attract? Matching candidates with the “vibe” of your office avoids problems before they even appear.

    2. Internal Candidates. Chances are, someone on your existing team is primed to fill an open role, especially within their domain. Make sure to review the entire team before posting your listing, giving internal talent their chance to shine.

    3. Benefits. What can you offer that other firms cannot? Think about the small things that make your firm stand out to you, and apply those to the listing.

    4. Realistic Goals. Make sure you know exactly what a candidate should be able to do before joining, and what they will be doing if hired. Top performers do not waste time, nor do they appreciate confusion. Be clear, concise, and never too wordy.

    5. Your Company’s Description. Present your company with the same kind of care as you would an investor, new client, or CEO. The image you offer candidates deeply affects their chances of joining, so make a statement from the beginning!

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  • USING YOUR FIRM’S SPECIAL BENEFITS TO ATTRACT TOP TALENT

    • USING YOUR FIRM’S SPECIAL BENEFITS TO ATTRACT TOP TALENT

    Read any job listing on Indeed. See any common phrases?

    “Positive company culture.” “Great 401(k).” “Free lunch!”

    While the benefits may seem stale or expected (always aim for an employer-matched retirement plan!), these listings all share a common, though surprisingly overlooked secret: benefits.

    The thing that sets companies apart, from a hiring perspective, is not the role, nor the responsibilities, expectations, and growth potential. Instead, the unique benefits offered to candidates often make for the deciding factor in taking a role. While salary and future can sway a top performer, they will never be happy in the role without the right benefits, leaving far sooner than expected.

    Every business has its own set of benefits that it may not even keep in mind when attempting to attract new talent. These benefits go far beyond the typical “medical, vision, and dental” package or a 401(k). Instead, the benefits that actually sway a candidate deal more in the day-to-day life of the role, the office, infrastructure, equipment, and culture that drive the firm.

    In this respect, startups often have the best examples of the benefits that candidates are really looking for in their new role. Every office has its own culture, design, look and feel, and technology driving it. Firms will spend millions on locating the right office, specifically to encourage this culture and attract candidates. Likely, you already had this in mind when designing your business.

    Take inventory of the little things that differentiate your firm and make you stand out. If you work out of a sun-drenched, exposed brick office, with an open setup and plenty of full sized monitors and the latest iMacs, you are instantly more appealing as a firm than a similar company in cubicles deep in an office tower. Likewise, if you focus on employee and team building as a core tenet of success, rather than only numbers and margins, you demonstrate a level of care for employees that can appeal to high quality candidates. Every firm has these benefits, in some range, and highlighting even the small ones can weave a successful story.

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