New hire to high performer in 97 days. Guaranteed.

Executive Search

You Might Be Surprised to Hear Me Say, "We Don't Really Want to do Search Work for You."

 

That's because for most jobs you should be doing it for yourself. The tools and techniques for hiring the right people are things almost any small business can implement, and since you're the expert at your business, if you combine the tools with the expertise, you can make great hires (for a lot less money) almost any time . And the results of learning to do it on every hire (not just the "big" ones) are worth it in spades. Think about it:

If you only hire a 70% match in 90% of your jobs, what do you have...a "C" company, that's what!

Every job, done at a "C" grade is costing you money - in lost productivity, sure, but more so in headaches, complaints, "sick" time and the lost opportunity costs of not having an "A".

Every "C" employee you leave in place is one more aggravation for your "A" employees (the ones you should be nurturing and caring for)!

So learning to hire "A" employees and doing it consistently is worth it, right?

 

So When Might You Need Executive Search?

Well, you might need it because:

You need to ramp up fast and quickly identify great candidates in larger quantities that your existing mechanisms can provide

You want someone with some expertise interviewing in areas you don't possess

You want someone to weed out all the riff-raff that typically answer job ads and save you the time

You want someone with access to a network of people you can't access for some reason

All of these are valid reasons for finding a search partner.

 

There are Only Three Problems with Outsourcing Your Search Work

 

1. The typical search consultant is working on "Contingency"- that means he's risking his income on the idea that he can get you to hire someone. If he's not a very good marketer or sales person, guess what: you're probably only one of 2-3 assignments he's working on. That might mean high-quality service because he's not very busy...but most likely it means desperation-level sales tactics because he's really hungry. If this is the case, you're in for more sales pressure than good search work.

2. The typical search consultant's responsibility ends when the employee starts. He's not in the "successful employee" business, he's in the "get someone hired business." Unfortunately, that's the exact same problem with most companies' hiring systems...they're rigged to put butts in seats fast, not to find successful people. So paying a search consultant doesn't usually get you anything but a new butt in the seat at a substantial price tag.

3. Many search professionals you might normally seek out, who have been in the business for years, may be the worst ones to hire. They have, in essence, become "professionally incompetent." They think they know the candidate market so well that they no longer have to do what search people are supposed to do. So you might get a person who's essentially worn out (search is hard work) and leaning on his tired, old network rather than doing the hard work his job.

 

So What Should You Get When You Hire Someone to Search?

 

In a word, consulting. A competent, ethical consultant, even if he has expertise in your business, never takes liberty with your business, never assumes. A competent consultant carefully implements a process that has proven results in multiple settings. Like an airline pilot who uses the checklist after 30 years because he knows that it only takes one landing with the gear still up to ruin a lot of people's day, a good consultant knows that the process is more important than the consultant. Beware the mystical guru! In essence, a good search consultant helps you translate what you know about your business and the job in question into "artifacts" that you use to accomplish the job at hand, namely, getting someone highly proficient at a job that's not getting done in your business at the moment.

You're not buying the magical powers of some guy with a wand, you're buying the knowledge of how to do the job, and a carefully scripted process that gets the job done.

Sensible Hire's process to complete your search is that same one we teach in our Reverse Engineering "A" Players System , and the same one we would apply if you hired us to help you build a recruiting system. We teach and use it because it has been proven, in hundreds of situations, hiring everything from maintenance man to CEO, in multiple industries. It works not because we're experts at your particular job or industry, but because we know how to turn YOUR expertise into employee success.

You'll learn. You'll hire. You'll have a new employee who succeeds, guaranteed!

 

Search Guarantee: Our hiring methodology is not about a new hire, but about successful performance of new employees on the job. Try us. Hire using our system, following our interview, selection and 97-day new employee plans. If you don't think your new hire is a high performer at the end of your 97-day plan, we will refund 100% of your search fee in full..

 

What if I Need Expert Help?

First off, we're not primarily a staffing agency. We absolutely don't work on more than 1 or 2 search assignments each month and we make most of our income selling products and teaching, so if you have a need, act promptly or we won't be able to help you. Search is an important and difficult assignment, so we only take one on for important needs and clients who are ready to make the maximum use of our system. If we take on your assignment, we will provide you an intensive service you cannot get anywhere else and a guarantee no one else will give, so please only contact us if you have a need that is critical to your business.

The process starts with a conversation. If you click the link below and fill in some basic information. We'll send you a worksheet that asks you to describe your company and the job in detail. Once we have that, we'll send you a complete information package and call to discuss your needs. The materials and phone call will describe the entire process and how it works to guarantee that your new hire will be a productive team member, not just a new butt in an old seat.