The 7 Habits of Highly Effective Recruiting

In his seminal work, The Seven Habits Of Highly Effective People, Dr. Stephen R. Covey, outlined the seven habits that top producing people employ to optimize performance, production and efficiency. It has sold more than 40 million copies worldwide since it was originally published. The book had a profound impact on my understanding of the everyday factors, actions and intentions that drove success for high performers, because it simplified and clarified everything by breaking it down in a way that was almost a "paint by numbers" process.

These principles are universally applicable, and what follows is a very effective system for getting the most out of your company's recruiting efforts with or without a Third Party Recruiting (TPR) firm.

1. BE PROACTIVE - This sounds easy, but the truth is that we often encounter resistance to the concept of perpetual, proactive recruiting. This is often because many companies experience one or more of the "3 LACKS":

• Lack of HR Staffing
• Lack of Time
• Lack of a Recruiting, Onboarding & Initial Development Process or System

The single costliest mistake made by companies is to only recruit when there is an open position and/or an urgent need. This is Thin-Slicing™ the employment market, and this limits both the talent level and volume of candidates that apply. If the top talent in the market isn't looking when you are hiring, you often hire the "best of the rest". This is something that I refer to as High Noon™...the exact moment when a candidate is looking for a new career opportunity. As employers, we should always be at High Noon™ simply because it is the only way to ensure that when top talent is looking, it's you they find!

2. BEGIN WITH THE END IN MIND - It sounds so smart, so simple. Yet, all too often, the opportunity to craft a plan that delivers a specific, desired result is not executed. Take the time to write out and record your company's entire staffing, recruiting, onboarding and development plan. Yes...it can be laborious, even tedious. However, taking the time to map out the actions, activities and accountability of your system, and its associated processes, will give you the ability to clearly communicate it to your team while fostering higher levels of consistency and better results. I also strongly recommend taking the time to identify the "non-negotiables" in terms of candidate qualities and skills required for consideration in hiring. Build out an profile or avatar if you will, that helps identify the candidates who will be more likely or less likely to fit with your organization, enhance your culture and improve the performance. This is essential...knowing your culture and who will thrive and who wouldn't survive is easier when you take the time to do this.

3. PUT FIRST THINGS FIRST - Firsts...there are a few critical firsts that can really drive confidence in newly hired team members. Make their first minute, hour, day, week, month and year something that they will truly appreciate and remember. So much so, that they are enthusiastically sharing these experiences with other people. This is how smarter companies are able to reduce the cost, time and resources required to attract, hire and ultimately retain top talent to the opportunities that develop in the company. This means being prepared for them prior to their career even beginning with your company. Get all of the busy, administrative tasks systemized and completed before they arrive on Day One. immediately begin creating genuine connections to people of influence within your organization, so that they feel welcome, appreciated and confident that they made the right choice. The lasting, residual effect of doing this will be invaluable in terms of building quick relationships and lead to higher retention.

4. THINK WIN-WIN - Seems like a total no-brainer...as if we wouldn't be doing this regardless. But taking the time to know, understand the motivation behind and support the career goals of your candidates even before offering them an employment opportunity is the true win-win. It is never just about how they can help your organization achieve its objectives. It is equally, and arguably, more important to help them hit their goals as part of the deal.

5. SEEK FIRST TO UNDERSTAND, THEN TO BE UNDERSTOOD - Principally speaking, this philosophy should drive most every moment of engagement during the recruiting process. Be curious. Ask smart, relevant questions of candidates that really probe their dreams, hopes and concerns. This will do as much to attract the right candidates, as it will to filter out the wrong ones. It can be uncomfortable when you discover things that may preclude a candidate from joining your team, but better to know in advance, than to have to address hidden issues after hiring them.

6. SYNERGIZE - Top talent truly craves the chance to be part of something bigger than just themselves. They want the opportunity to make meaningful contribution. They seek achievement and fulfillment through shared goals and achievement as part of a team. Offer them roles and responsibilities that challenge them and create a pathway to genuinely buy into your mission and culture. This is how the most talented people develop and enhance their self-value and often look for ways to contribute well over and above what is generally, and specifically, expected from them.

7. SHARPEN THE SAW - This is perhaps my personal favorite, most highly-valued of the "7 Habits", because supporting good people, inspiring them to grow personally and professionally while unlocking their omnipotent potential is my main purpose every day. In order to help our people experience this, we must not fall into the trap of myopically focusing on skill development. Sharpening the saw means that we nurture and ethos dedicated to the whole person. To not simply allow, but to encourage our people to grow in the areas of education, emotional acuity and maturity, spirituality and yes the perpetual improvement of their professional skills.

So there you have it. I earnestly hope that this helps you and your team more impactfully and effectively attract, recruit, hire and develop your team. The mission is never over, but neither are the rewards for committing to it!

Sandy Cerami is a nationally-recognized Business Expert and Speaker who consults and writes about topics ranging from Sales, Branding and Business Development to Recruiting Top Talent, Organizational Culture, Leadership and Dynamic Communication. For more information, free resources and online materials for your business or career click  here!