We understand that the costs are too great to make the wrong hiring decision.

Over our 30 years of experience, we have developed a unique recruiting process we call Smarter Search.

With SMARTER SEARCH you will get the highest return for your recruiting dollars.

Most cost-based recruiting processes only uncover Active job seekers – people who are unemployed, soon to be unemployed, or chronically unhappy in their jobs. Smarter Search spends more time trying to find Passive job seekers – people open to a better opportunity who don’t necessarily have to change jobs. Expected employment of a salaried employee hired today is 2 ½ years, which means companies keep making the same mistakes over and over. We can help you break that cycle.

A smarter approach to hiring helps companies like yours improve your future results. Hiring better people who stay with the company and are promoted make the organization better – one hire at a time.

5 Steps to Smarter Hiring

  • STEP 1: Define Success

    • The first thing we do is ask you – the company owner, president, or hiring manager, “How do you define success?” In other words, what are you setting out to achieve in your organization? How do you expect this new hire will help you reach your goal?
    • We work with you to develop a Position Description that defines what a successful new hire will be like.
    • The Position Description lists the top goals you want accomplished by your new executive. The more specific this document is, the better. For example, if you have a Management-By-Objective (“MBO”) goal, include that objective as part of the job description. We can then search for the person who has the right skill set and demonstrated track record in achieving such goals.
    • Whomever you hire will know that he or she will be expected to help you achieve your objective to be successful.
  • STEP 2: Search Selectively

    • We avoid utilizing general Internet searches, which generate too many unqualified candidates. Unless used selectively, the searching via the Internet can be like trying to drink directly from a fire hydrant.
    • Instead, we use as many alternative, niche-oriented sources as possible, with as many as feasible related directly to the job. Avenues that have been productive in the past for Bond & Company include: graduate school postings (free), professional societies, niche websites, referrals from service providers (bankers, CPAs, etc.) etc.
  • STEP 3: Get To Know the People You Are Considering Hiring

    • As the person doing the hiring, you are probably looking to solve a problem, improve  profitability, or to distinguish yourself by driving positive change. You will increase your chances of achieving those goals by spending more time getting to know fewer prospective candidates, who are more likely to be part of the solutions you seek. To do this, we screen for candidates who have:
    • Only the best motivation to change jobs: Their jobs are secure, but they are open to a better opportunity and/or company. Or they have a very good reason to be looking.
    • An orientation to accomplishment: Professionals who can cite specific examples of improvements they made in their current or previous job (e.g., “Reduced bank fees by $250,000, while improving services.”).
  • STEP 4: Hire the Best Candidate – Not the Best Interview

    • We make each candidate objectively explain how he or she can help you solve the problems laid out in your Position Description and have them relate specific examples of relevant accomplishments.
    • We delve deeply into what each candidate has contributed in the past.
    • When interviewing, you need to feel comfortable with how they operated and how they approached problems and crises.
    • Evaluate candidates on what they have actually achieved, not on what they say they can do.

STEP 5: Hire with a plan and quantified MBOs (from the Position Description)

  • We work with you to go back to the Position Description and lay out the objectives for the new hire, along with a preliminary timetable. It’s important to get agreement on the plan before the new employee starts, so that everyone is working toward the same goal.
  • Many jobs are difficult to fill because they are unusual, the field is rapidly evolving, or it requires esoteric skills and innovative thinking.

*If you are facing a particularly difficult search, we may have the expertise and experience that will help you fill the spot more quickly with someone who will drive the change you need and is qualified enough to be promoted.*