We are a com­pa­ny of Cin­derel­las. Each of us is unique­ly qual­i­fied for what our job entails, whether or not it is in our job descrip­tion. Find­ing the team we have now was more luck than process. Part of that process was watch­ing new employ­ees come and go which was painful, uncom­fort­able, and demor­al­iz­ing. But there was a sil­ver lin­ing! We final­ly fig­ured out what didn’t work with­in our orga­ni­za­tion. Now that didn’t mean we knew what would work, so we called in an expert, Bar­bara Hall. Fol­low­ing her lead,  the lead­er­ship team just final­ized our first two job pro­files. We know now what com­pe­ten­cies, behav­iors, and moti­va­tors a can­di­date must pos­sess to become a suc­cess­ful and hap­py employ­ee of Mack­ey Advi­sors. 

 The Search for Cinderella

 

There is a sec­ond piece to the recruit­ing equa­tion and that is venue. Where the heck do you find a tal­ent pool? Cre­at­ing a pipeline of tal­ent is just as hard as cre­at­ing a pipeline of poten­tial clients, if not hard­er. There are a zil­lion ways to find can­di­dates, but which ones are the most effec­tive? I don’t know, but I have tried just about every­thing, and here is what I *think* I know for cer­tain:

 

  1. Monster.com is dead. I am pret­ty sure every­one knows this, but it makes me feel more like an expert to write it down.

  2. Recruiters must be vet­ted! Okay, let me be clear. I do not think recruiters are evil, but there is a lot of “noise” with­in this mar­ket­place. Just like there are uneth­i­cal doc­tors, lawyers, accoun­tants, etc there are uneth­i­cal recruiters. Pro­tect your­self and get all your facts straight before sign­ing on with a recruiter.

  3. Craigslist has a pur­pose. We have had some great suc­cess find­ing book­keep­ers and admin­is­tra­tive staff on craigslist, but when we are look­ing for a high lev­el finance or account­ing per­son post­ing on Craigslist is more has­sle than it’s worth.

  4. Career­builder is Google for jobs. Careerbuilder’s search tools are amaz­ing. Can­di­dates can eas­i­ly find jobs in their field, desired indus­try, and loca­tion. What I have found on the employ­er end is that I receive too many appli­cants from Career­builder. Maybe I am begin­ning to sound like Goldilocks here, but I am the one per­son who screens resumes with­in this office. If I get 30 to 50 resumes a day for 30 days it real­ly slows down our process. And, if I am being hon­est, we like­ly lose out on some great tal­ent because I have sift­ed through so many unqual­i­fied can­di­dates my eyes have glazed over and my mind has checked out.

  5. LinkedIn WAS like your ace in the hole. The first time I post­ed a job on LinkedIn I was gid­dy with excite­ment. Every sin­gle can­di­date was qual­i­fied, I could see if I knew any of their con­nec­tions, I could fol­low their inter­ests, and see their work his­to­ry. I had found my Prince Charm­ing of recruit­ing, but like all “too good to be true” expe­ri­ences the shine is gone. Last month I post­ed anoth­er job open­ing. I paid the $195 or what­ev­er it is exact­ly, and was then asked if I would like to “pro­mote” my job post­ing. Um…. I just paid you almost 200 bucks and you want more mon­ey to “pro­mote” my list­ing!? I thought that was what the $195 was for?  Need­less to say, because I did not pro­mote my list­ing I only received 7 appli­cants when the aver­age use to be any­where between 30 and 70.

  6. Word of mouth goes a long way. When a com­pa­ny is referred they are 50% more like­ly to close the sale. I think the same goes for hir­ing. If a Mack­ey Advi­sors enthu­si­ast rec­om­mends apply­ing for one of our post­ings to an acquain­tance it is much more like­ly that, one,  the can­di­date will be well qual­i­fied, and two, that the can­di­date is a good cul­tur­al fit.

 

With that being said, Mack­ey Advi­sors is hir­ing!! Please vis­it our employ­ment oppor­tu­ni­ties page to see what posi­tions are avail­able, and PLEASE (with sug­ar on top) share our oppor­tu­ni­ties with your net­work of friends, fam­i­ly and COIs.