Save time, aggravation and professional embarrassment!
We have learned the value of establishing “Knockout Factors” at the beginning of every search. These are factors that are so important that, no matter how qualified a candidate may otherwise be, they will be “knocked out of contention” if this need isn’t met.
You may have been there yourself. A typical example is hiring a Field Sales Rep, letter of intent already sent out contingent upon background check . Background checks come back and reveal that your #1 candidate has too many points on his driver’s license to be insured with your company. No matter how qualified – game over!
Worse, I know a company that was about to hire a CFO. After 2 months of interviewing, committee meetings about the candidate, even interviews with members of the BOD and investors and letter of intent sent, contingent upon background check, they found that the CFO had a non-compete that he cannot get out of ! Game over, lots of professional embarrassment! CEO was livid – careers changed that day!
To spare our clients from these issues, we prepare a list of “knockout factors” when beginning a search such as:
- Candidate’s ability to commute to your office daily or relocate
- Non-compete exist
- Specific knowledge necessary such as “EXCEL Expertise”
- Needed licensure (driver’s license needed to do job or CPA required, etc.)?
- Credit and criminal background checks needed before offer letter
- Ability to travel as required
These issues are easy to resolve up front.
- If a candidate has concern about location of office, we have them make the drive in rush hour traffic to see if it is a reasonable drive day to day. Don’t forget to factor in winter driving here up north!
- We ask about non-compete up front. If there is one we want to see it. We let our client know about it and they can determine how it may affect them. Some are limited to industry, geographic area, prime Vs subprime financing, etc. Many are game enders!
- We ask about ability to travel. Generally we do not consider candidates for a travel position, (such as a Regional Sales Manager), if they are not in a travel position. Travel sounds glamorous but it is a grind. Most people cannot do it. No heavy travel experience – no need to consider them for a heavy travel position.
- When it comes to credit, back ground and driver license checks, we tell candidates about these requirements up front. Should the candidate have an issue they will either take themselves out of the process or tell us about their situation to see if it is workable. If they know about these requirements and try to keep them from us – they are immediately disqualified.
Make a list of “knockout factors” before you start any search, it will save you time, aggravation and professional embarrassment .
CEO / Automotive Personnel, LLC