Recruiting and Hiring Top Talent

A company's ability to recruit and hire top talent is directly related to its ability to scale effectively. In this episode, we pulled together some of the best moments from three of our best interviews on recruiting and hiring in a growing organization.

These leaders share their top tips for getting beyond the resume, creating efficiencies in the hiring process, and key things to look for when hiring sales talent and sales leadership.
Join us as we take look back on the best moments from Mike McSally (Talent and Recruiting Expert), Hollie Castro (Chief People Officer at Miro), and Bill Cea (Managing Director at Foster Beck) in this latest episode of Revenue Builders.

Here are some key sections to check out:

01:55 Mike McSally on challenges with the recruitment process

07:58 Hollie Castro's efficiency method for team interviews

19:38 Bill Cea's interviewing components, including the importance of quantifiable success and hiring for cultural fit

Additional Resources:

• Connect with Mike McSally: https://www.linkedin.com/in/mikemcsally/
• Connect with Hollie Castro: https://www.linkedin.com/in/hollie-castro-mba-nacd-dc-6526452/
• Connect with Bill Cea: https://www.linkedin.com/in/bill-cea/

QUOTES

Mike - The Six-Second step of checking resumes: “The average recruiter, even with all the advancement in technology and machine learning and AI, their eyes are trained to look for two or three certain buzzwords. And they're going to spend about six seconds determining my 30 years of domain expertise.”

“If those buzzwords don't pop out and make it easy for them, they're just going to move right on to the next candidate. So, you know, not only does it just suck the life out of talented people that are trying to engage with the right employers, employers are missing out on great talent because of this broken six-second step that happens all too often.”

Hollie - Embedding values into career competency: “Our values are embedded in our sort of career competency. Each team is given a competency that they are supposed to test that aligns with our leadership competency. So we've embedded that all the way through.”

Bill - The importance of past performance: “Past performance is not indicative of future results, but there has to be a past performance because we can determine the attribute that's most important, which is a quantifiable success.”

Check out John McMahon’s book here: https://www.amazon.com/Qualified-Sales-Leader-Proven-Lessons/dp/0578895064