"Marni Hockenberg worked with us on developing a process for hiring great CFOs and bookkeepers. She made sure she really understood what our company did, what the candidates would do and developed an amazingly thorough process. It evens screens for core value fit, as well as job fit. We use it with every hire."
Owner of an accounting services firm
Hockenberg Search is a Twin Cities-based search firm specializing in recruiting for the Manufacturing industry. We conduct Managerial to C-Suite level searches in Operations, Engineering, Supply Chain, Quality, Logistics, Product Marketing, R & D, Technical Service, Field Service, Sales and Marketing, Customer Service, In-House Counsel, Finance, and Human Resources. We know the right people to positively impact your company!
As founders of the Minnesota Manufacturing Executives group with 400+ key senior leadership members, we have immediate access to the best and brightest talent that your company needs to stay ahead of the competition. Well placed phone calls from our recruiters provide timely and accurate recruitment results to ensure that your talent needs are top priority.
Our country’s current economic climate has changed the hiring landscape. Whether you are seeking to grow your business through the strategic hire of a key executive or director who can help your company innovate into the future, or whether your human resources staff is small and stretched too thin to keep up with staffing needs, Hockenberg Search will partner with you to achieve your business goals.
Business owners and hiring managers want to know...
Q: I'm a hiring manager at a local professional services company. We have three excellent final candidates for a position and are having a hard time choosing the perfect candidate to hire. Other than flipping a coin, is there a more effective way to make a hiring decision?
A: There is no such thing as the “perfect candidate,” but there is a simple way to ensure that you hire the right person for the job. Most hiring managers use traditional job descriptions to measure job competency, but the trend is moving away from this process. Progressive companies are using performance-based job descriptions that describe the deliverables the person needs to accomplish. When assessing a candidate, decisions are based on his or her ability and motivation to meet those objectives—not based on experience, skills, education and personality.
Use the interview to focus on the candidate’s previous accomplishments at his or her former company. Then use the assessment to compare these to the job requirements. Generally, this process begins at the start of a hiring process, but it is not too late to ask the candidates to come back for another interview to ask performance-based interview questions. Your top candidate should emerge after using this methodology.
Q: I am a small business owner and next year we’ll need to hire more employees. We can’t afford to make any hiring mistakes or mismatches. What can I do now to prepare for this?
A: Congratulations on your business success! Hiring the right people is one of the most important business decisions that your company will make. Hiring must become a defined business process, just as you have an accounting and sales process. The right hire can propel your company to greater profitability and increased market share. The wrong hire can, in some instances, cause a company to sustain large financial losses or close altogether.
Hiring top talent is so important, but most company executives and HR leaders don’t do much to ensure that it’s done correctly. Your company needs to implement an end-to-end integrated hiring process to hire top performers, including:
- How jobs are defined by defining performance expectations;
- The creation and implementation of candidate marketing-based sourcing programs;
- The use of a performance-based interview process; and
- A clearly defined decision making process.
Document the process and train everyone who is involved in the hiring process. Many small business owners think that they can simply place an ad on a job board, conduct superficial interviews, and hire the candidate that they “like” the best. Without a hiring process, your company is exposed to making a costly hiring mistake.
Hiring Managers and Business Owners, Submit your Question Here
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