Managing the impact and risk of too many search criteria when recruiting Sales Engineers and Technical Consultants
Employers hiring Sales Engineering and Professional Services talent may be experiencing unnecessary loss in productivity, revenue, customer satisfaction, and profit because of too many search criteria when recruiting candidates.
The more successful Xtra Effort clients find the best talent in a timely manner because they agree with certainty on the most critically required candidate technical attributes and experiences, and they also invest sufficient time to evaluate cultural and soft skill fit.
The less successful Xtra Effort clients place excessive emphasis on finding the maximum amount of desired skill and experience qualities, wasting time and often leaving little time to assess cultural fit. This approach diminishes the pool of available candidates, produces bad hires, and increases the time to hire (Chart ‘A’).
Xtra Effort has observed employers that place too much emphasis on skills match will eventually reach a point of diminishing return relative to insuring an employee’s long term success (see Chart B).
However, there is almost a straight line correlation between the amount of cultural and soft skill fit to a new hire’s job success (see Chart C).
THE QUESTION EMPLOYERS SHOULD ASK IN ADVANCE OF EACH SEARCH: IS THE COST OF TIME TO FIND THE CANDIDATE WITH the MOST DESIRABLE SKILLS WORTH THE POST HIRE PRODUCTIVITY GAIN?
“if we find ourselves waiting six months for a Sales Engineer with all of the most preferred skills (see Table ‘A’ ) ….
|Soft skills/Cultural fit|
|Sense of detail|
|Start up experience|
|Sales engineering experience|
|Enterprise information security|
|Java programming language knowledge|
|Knowledge of Healthcare industry workflow and compliance rules|
… will the potential loss of sales and potential sales personnel turnover be worth the productivity gain received because the new hire will hit the ground running?”
“Does hit the ground running translate to greater net productivity gain than the six months of time to find the perfect candidate?”
“What is the impact of hiring somebody with all of the above skills but NOT healthcare experience on a new hire’s productivity and ramp time? How would a training investment in healthcare regulations and workflow shorten the ramp time?”
Xtra Effort suggests ASKING and ANSWERING THESE QUESTIONS BEFORE defining candidate criteria and commencing the search. This Q&A process must include the team members impacted by the decision and a PAD OF PAPER (or SPREADSHEET).
The result will be more timely hiring results OR at least measured risk (awareness) before going the distance.