Well Built Construction Consulting’s Post

Hiring can be one of the most exhausting challenges for even the most seasoned CEO. The stakes are enormous, and every wrong step takes you further from your vision. Yet, the pain of hiring isn’t just about the time it takes—it’s about what you’re not seeing below the surface. Think about it: How many hours have you and your team spent interviewing, only to realize the candidate wasn’t a fit? This isn’t just about wasted time; it’s about missed potential, lost momentum, and an entire process that feels more like a gamble than a strategy. But what if hiring didn’t have to feel like a roll of the dice? What if you could confidently select people who aren’t just skilled but are truly aligned with your company’s values and mission? Here’s where most leaders miss the mark: hiring only from the top of the iceberg. When evaluating candidates, many see the visible metrics—experience, education, and technical skills. This is the “can do” part, what’s right above the surface. But below that is the “will do” factor—the motivations, values, and behaviors that determine if they’ll actually thrive within your culture. Companies that only hire based on what’s visible often end up letting people go because of what’s hidden. Think of hiring like creating a viral reel: it takes the first six seconds to capture someone’s attention, to understand their unspoken language, the cues they’re not explicitly sharing. This is where nunchi comes into play—the ability to read between the lines, to notice what’s left unsaid but deeply felt. Are you skilled enough in nunchi to sense what’s truly beneath the surface? Remember, hiring isn’t just filling a position; it’s about bringing in the people who will shape your company’s future. The work of refining your hiring process instills worth and leads to team alignment and engagement that can drive your organization forward. Hiring isn’t just painful—it’s costly when done wrong. By looking beneath the surface and honing a deeper understanding of candidates, you can turn hiring into a strategic advantage rather than a stumbling block. So, ask yourself: Are you hiring for skills or for synergy? If you’re ready to explore the depths of hiring and transform it into a true strength, drop “COACH” below, and let’s discuss how you can finally make hiring work for you.

I love this article as it illustrates the importance of everyone in the interview process being part of an organic system. The biggest indicator of positive hiring has to include the enthusiasm and passion from your leaders - without this in place it simply is an uphill battle. Candidates are looking at every individual interviewer as a brand ambassador of your company and if something does not work in that process - the top talent will find other organizations to pursue. Take a read below - Love to hear your thoughts!

Hiring decisions are never easy. As a hiring manager, I completely understand the pressure on you to get it right the first time. Bringing the best possible #talent into your team is highly critical for success. However, putting candidates through an exhausting 9-step interview process - where they meet team member after team member, only to be rejected after weeks (or even months) of conversations - is not just inefficient, it’s a poor reflection of your company #culture. The compelling culture and values statement on your website means nothing in the face of a drawn-out and disorganized hiring process. It tells candidates that your organization may not respect their time or effort, and let’s be honest, this kind of experience is not one they’re likely to forget, or recommend to others. Streamlining your hiring process isn’t just about efficiency; it’s about showing candidates that your organization values #people as much as it values #results. If you’re serious about building a great culture, start by creating a hiring process that reflects it. Let’s do better - for the candidates, for your teams, and for your company’s reputation. Here's 🥂 to an efficient week ahead.

The purpose of the hiring process is to say NO... Sounds a bit crazy, right? I talk to so many business owners who focus on finding that perfect candidate, aiming to say *yes* to someone. But here’s the reality—hiring the WRONG person can cause serious damage to your business. In the best-case scenario, you waste time onboarding and training someone, only to realize later they're not a good fit. Worst case? They mess up client relationships or key projects. And in some places, especially in Europe where employment laws are strict, firing someone can be a legal and financial nightmare. So, how do you avoid this headache? Simple: Fill your hiring funnel with as many candidates as possible, and focus on eliminating rather than selecting. Start saying NO before getting on an interview, by asking the right screening questions in a form. It’s not about finding reasons to say yes—it’s about making sure you have FEWER reasons to say no. And don’t just evaluate their technical skills. Their communication and soft skills are just as important, especially if you’re hiring internationally and need to ensure they’ll fit with your team’s culture. Make your process about finding the RIGHT person by saying no to most. It’ll save you a world of pain later on. #HiringTips #BusinessGrowth #RecruitingDoneRight #Leadership #HiringProcess

Should our hiring managers have to be certified before jumping into an interview and making what is often a half-million dollar (or more!) decision? In other words, should our companies require a License to Hire? The risks of interviewing with a dive-in approach and no formal training: First, many first-time managers don’t know how to interview, select, and sell candidates effectively. They may be eager, but the skills aren’t built, the leadership muscles haven’t been developed enough yet, mentoring hasn’t been available, and lessons learned — from hiring wins and mistakes — haven’t been experienced yet. This can lead to bad hiring decisions — false positives (bad hires) and false negatives (missing out on good hires). It can lead to really slow hiring, like when a hiring manager says something like this: “Yes, she’s good, but let’s interview 20 other candidates, as I’m not quite sure what I want.” It can lead to really fast hiring, too. Too fast. The “butt in seat” hiring manager who just wants that sales territory covered or needs to relieve overworked team members so she just hires someone to reduce the short term pain.

First Impression Trap: Struggling to confirm the result of the first-minute impression. It’s easy to measure competency but don’t stop there even if the person is affable, outgoing, and interested in your job.   Don’t make hiring decisions so quickly, go deep into asking detailed questions and in the end make decisions on who to hire. Learn more 👇 https://lnkd.in/eTrJEVFq #TalentandImpact

A common mistake I've seen in hiring: relying solely on one hiring manager to interact with a candidate throughout the process. This approach often fails to excite candidates about the opportunity. Why? Because it's usually focused on just getting a signal from the candidate, rather than selling the company. Here's a better approach: 1- Involve like-minded collaborators in the hiring process. 2- Let them talk to candidates and sell the company vision. 3- This helps candidates form a pattern and get a good signal about the company culture. Some might worry this could overwhelm candidates. But remember, this is a big decision for them too. They're trying to get as much signal as possible. More conversations = more clarity = easier decision And that's just one way to not miss out on top talent... What's your take? How does your company approach the hiring process?

🔑 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗦𝗲𝗰𝗿𝗲𝘁𝘀 𝘁𝗼 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗶𝗻𝗴 𝗮𝗻𝗱 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁! 🚀 Recruitment is more than just hiring; it's about building teams that inspire, innovate, and thrive. 🌟 This journey starts with mastering the art of interviewing. Here's a glimpse into the core of successful interviewing and recruitment, where the right strategies transform gut instincts into data-driven excellence. ✨ 𝙒𝙝𝙮 𝙄𝙣𝙩𝙚𝙧𝙫𝙞𝙚𝙬𝙞𝙣𝙜 𝙈𝙖𝙩𝙩𝙚𝙧𝙨: From shaping company culture to driving success, every hire counts. Structured interviewing isn't just a skill—it's a superpower. 🌟 🎯 𝙏𝙤𝙥 𝙏𝙖𝙠𝙚𝙖𝙬𝙖𝙮𝙨 𝙛𝙤𝙧 𝙄𝙣𝙩𝙚𝙧𝙫𝙞𝙚𝙬𝙞𝙣𝙜 𝙎𝙪𝙘𝙘𝙚𝙨𝙨: • Competency-Based Questions: Dive deep into past behaviors to predict future performance. • Fair & Professional Practices: Create experiences that reflect your organization’s values. • Evaluation Over Assumption: Let metrics guide you, not biases. 🚀 𝗪𝗵𝘆 𝗜𝘁’𝘀 𝗪𝗼𝗿𝘁𝗵 𝗜𝘁: • Reduce hiring errors. • Build diverse, high-performing teams. • Strengthen your organization’s reputation. Your recruitment process speaks volumes about your brand. Let's ensure it resonates with excellence! #Recruitment #BESTOFHRForum #Interviewing #TalentAcquisition #Leadership #HRExcellence

Recruitment is fast-paced, demanding, and often filled with high expectations. It’s easy to focus only on the big wins—placements, hitting targets, or signing new clients—but what about the small victories along the way? In a profession as dynamic and relentless as recruitment, maintaining morale can be tough. Rejections happen, deals fall through, and the pressure to meet targets can feel never-ending. In these moments, it’s crucial to celebrate the little wins.🎯 Whether it’s having a great conversation with a candidate, securing an interview, receiving positive feedback, or even just making progress on a tricky brief—these small milestones keep us motivated and remind us of the impact we’re making.👏 Celebrating small victories builds momentum, boosts team morale, and gives us the energy to push forward. By acknowledging the day-to-day achievements, we not only stay engaged but also remind ourselves that every step counts. Next time you secure that first call, get positive feedback from a candidate, or receive a “thank you” from a colleague, take a moment to celebrate. Recruitment is about the journey just as much as the destination. 💪  #CelebrateTheWins #techrecruitment #hiring #LittleWinsBigImpact

Recruiting high-performers is crucial, yet easy to get wrong. That's why I ask a non-obvious question in every interview: “Tell me about one of your least successful hires and why were they unsuccessful?” My intent is to: • Learn how they define success • Understand their interview process • See if they take responsibility for the mistake And if they include how they course-corrected for future hiring, they’ll earn a check +. The default answer is to consider team members who resign or are terminated as “unsuccessful.” …But it's more complicated than that. If their tenure was under a year, I generally agree. But startups, the market, and business needs evolve constantly. What makes someone a great fit when they’re hired may not be what the business currently needs. It’s a constant challenge for people to uplevel and take on broader or different roles. Throughout my career, I’ve seen a number of team members come and go–voluntarily or otherwise. Others (or even themselves) might view their tenure as unsuccessful. But they made a significant and positive impact on the company, whether it be through a growth or rebuilding phase. To me, that’s a win. I hope we can be more discerning and thoughtful about how we view professional success and not just focus on how things ended. I’ll talk about the “top 3 red flags I avoid when hiring” in my next post, but today I felt compelled to touch on the definition of a successful hire. How do you define a successful hire?