Eddie Johnson’s Post

A good team will make anyone look exceptional which is why recruitment is so important. Selecting the right person isn’t always a science and often times the power of intuition can lead to gold. But there’s one defining characteristic that truly determines a good hire; Luck. So when looking through a thick chonky stack of resumes the first thing I do is shuffle them and throw half of the stack directly into the trash. The peoples resumes in that trash can are unlucky people, don’t even associate with them. Congratulations you’ve just halved your workload and ensured your new applicants have the most important feature to any team. Luck.

What strategies do you follow to find the perfect hire? Share your tips in the comments. Remember: The right candidate doesn’t just fill a position—they contribute to your organization’s success and future growth. Hiring well today builds the foundation for long-term success. Hiring isn’t just about filling a role—it’s about finding the right fit who aligns with your company’s vision, values, and goals. Here’s a quick guide to help you make better hiring decisions and build a thriving team.

Recruit them again they’re not gone….. yet……. Now is the time to re-recruit your team. It’s not a one and done activity! - Spend time to reconnect with them on their role and their place on the team and within the organization - Has the the role changed? How does your team member feel about that? Should you reevaluate the role? - If there is not a career path, how can the two of you create experiences and environments for them to be at their best? -What is currently de-energizing them? What can you do to improve this? Do not wait for review time. Take immediate action. You do not want to find this out during the exit interview or God forbid on a glass door review! Any other suggestions you would add?

Identifying the right people is experience. Experience comes through mistakes made.

Good one! The focus of recruitment should shift from assessing skills to valuing the right attitude.

In a recent conversation, a CMO told me they had just received headcount to build their team. After the initial feeling of joy, there followed feelings of dread about the painful and time-consuming process that was about to take place. Sound familiar? In today's fast-paced business environment, orchestrating the perfect hiring process can feel overwhelming. I know many talent/hiring managers and business owners are constantly pressed for time and resources yet need to find and attract the right talent. The good news is you don't have to navigate this journey alone - here are some quick top tips on how to get the best of the best: 1)Get the brief right. May sound obvious but make sure there is alignment internally on what the role will include, the key skills needed and the dynamics of the team. Just like embarking on any program - if the need and goal is not clear from the outset, the process will be painful and take longer. 2)Build a targeted shortlist. Partner with a specialist recruiter who can quickly leverage their network. Team culture, style and dynamics are arguably the most important elements when building a team - a recruitment expert will have credibility with top talent as they spend the time to understand what role and environment, they will thrive in. Use that knowledge to quickly identify a strong shortlist. 3)Set time aside. It's well worth booking a weekly review with your recruiter or talent partner. It helps keep things on track and gives a focus to the search. Also, block out time in your diary for interviews, plan ahead. Trying to find time in your busy diary is always a challenge. 4)Keep momentum. All hiring projects have momentum. Screening calls, first-round interviews, further interviews/presentations, offer and negotiation stage etc. To keep the best candidates engaged, this is crucial. 5)Provide feedback. Please do this - it takes a little time but is so valued by everyone in the process. Taking these steps into account will take the pressure off and will ensure you are not just filling a position but investing in the future success of your team. Please feel free to add any further tips.

If you are a hiring manager and have the responsibility of building a team I hope you will follow this series. Especially if you have never allowed yourself to work with a Recruiter. Good info here on how to have a true partnership that helps you and saves you time and money. Day 8 of Partnering with a Recruiter Series (This one is HUGE) 💥Cultural Fit Focus: Beyond skills, a great recruiter considers cultural fit. Inquire about how they assess cultural alignment between candidates and your company. This attention to cultural fit can significantly impact the long-term success of your hires.💥

with the right people everything will seem very easy and possible

Recruiting isn’t just about filling positions—it’s about finding the right people to shape the future of your team 🚀 The real magic 🪄 happens when you align a candidate’s potential with the company’s vision. Here are the hard-hitting truths you need to consider: 🔍 83% of employers admit that attracting and retaining talent is their top priority. If you’re not doing this, you’re losing. (LinkedIn Global Talent Trends Report, 2020) 💥 75% of candidates reject job offers because of poor cultural fit. If you think you can ignore culture, you're setting yourself up for disaster. (Top Echelon Network, 2019) 🏆 89% of job seekers will choose an employer that actively manages its brand. If you’re not cultivating your brand, you’re irrelevant. (Glassdoor, 2019) Successful recruiting is about transparency and fierce alignment. Here’s how to crush it: ✅ Ditch the fluff. Listen to both company needs and candidate aspirations—no sugarcoating. ✅ Culture isn’t optional. If you think skills trump cultural fit, you’re in for a rude awakening. ✅ Build unbreakable relationships. The recruitment process doesn’t end at the offer letter. Great recruitment is the foundation of success 🤩 👉🏻 Are you ready to start building an unstoppable team? 🙌🏻