5 Signals Your Hiring Process Needs Help!

It is an often stated, widely accepted maxim of the business world: great companies begin with great people. When you have the benefit of top-tier talent at all levels of your organization, then the possibilities are limitless. There’s just one small problem – truly great people don’t just show up in your lobby, ready to get the job done. You have to identify them and more importantly, attract them.

Great people, then, begin with a great hiring process. The symptoms of a weak hiring process show up throughout your company – it’s important that you know what to look for in an employee in order to correct the deficiencies.

1.) You’re not meeting your goals. I have never – and I mean never – heard one of my customers tell me that the reason for the under-performance in their company is that their terrible hiring process has led to sub-par talent.

“Bad luck” – Check

“Bad economy” – The current favorite

“Competitive industry” – Wish I had a dollar for each time I hear this

“David, we’re not performing at the level we need to because we don’t do a good job selecting the right person for the team.” – Not once

I suspect this is because most hiring managers like the people who work for them and they aren’t ready to admit that they’ve hired good people who are the wrong fit for their security team.

If there’s an aspect to your business that isn’t moving in the direction you want it to move, the very first thing you need to determine is whether or not you’ve put the right people in charge of the result. Great employees find ways to succeed. Mediocre employees find ways to make excuses. It all leads back to your hiring process.

2.) You continue losing candidates to other (or counter) offers. It’s the most frustrating feeling in the world – you’ve found the right candidate, and you’ve made a job offer. Unfortunately, your competitor made a better one, and now this great candidate and all your time and effort is for not. You end up having to select your 2nd choice that is measurably weaker than your top candidate.

A strong hiring process prevents last-minute candidate catastrophes. A weak hiring process prevents jobs from getting filled with great talent. Believe it or not, you don’t have to be the top-paying organization in town in order to pursue the best talent in the security industry. Great people want to work for well-run companies. A loose hiring process signals a lack of management capability and believe me…top candidates can see this a mile away.

3.) You have high turnover. It doesn’t matter if you’re in a high-turnover industry or not – people who do well at their jobs have higher retention rates. Why? Because they’re happy; happy people stay in jobs.

If you’re hiring people who aren’t quite “great” at the job for which you’ve hired them, at some point they’re going to quit and take a job that they feel will make them “happier.” How about hiring people who are good at the job you’ve hired them to do? A great hiring process ensures that you’ve measured their ability to do exactly that.

4.) Your employees don’t know what is expected of them. This is often because they haven’t been given specific, measurable goals to meet. Does your company’s Security Director know what must be delivered each month in order for them to be considered successful? Can your District Manager describe their P & L targets? Can every employee in your company go home every day without wondering if they’ve met expectations?

If the answer is no, then take a look at your hiring process. If you’re screening candidates for prior evidence of accomplishing certain specific, metrics-driven goals, then you’ll be forced to define the goals for which you’re screening. You’ll know that you’re in good shape when you can tell a candidate, “One of the things that you’ll need to accomplish in the first 180 days here is to get X accomplished. Tell me about how you have done this at your current employer.” When you have a strong hiring process, this problem solves itself.

5.) Too much time is spent solving problems for your staff. Great employees don’t need your help on everything. They also should not have to seek your prior approval for routine matters and decisions. As a matter of fact, great employees prefer not to have you poking around all the time.

If you took two weeks off, would your department or business fall apart? If the answer is yes, then it’s probably because you’re not delegating properly. Now, think about the reasons why you’re not delegating. If it’s because you don’t trust your staff with the tasks that need to be delegated – that you’re better off “just doing it yourself” – then you have the wrong people on your team.


Keep your eyes peeled for these five symptoms – if you recognize any of these issues in your organization, it’s time to work on your hiring process. A few changes and a bit more effort in this area will yield noticeable and lasting results!

David Lammert

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