800-809-2307
Four Letters. Infinite Potential.

Experience the Freedom of the Perfect Fit

By Kim Kreps, VP-Executive Search Director
Puzzle piece photo

When you find that flawless pair of jeans, or have a suit tailored so it fits you just right, it’s a wonderful feeling. You’re suddenly more confident, and you stop looking for something superior because you know it’s a fruitless search.

That’s the same feeling clients and job candidates get when they find their perfect fit professionally. When it’s a match between the two, it’s like kismet, and everyone is satisfied. And that is so freeing. But how does one make that happen?

Perfecting the Art of Matchmaking

Ideally it comes down to matchmaking—vigorously recruiting top talent and meticulously combing through applicants to find the best fit for your particular needs. In my 25+ years of recruiting, I can positively say that finding the perfect match is really an art form. Experience and skills are only part of the puzzle. But if you hire solely based on those factors, you’re in for a disappointment—and a hefty loss.

The costs of a bad hire can range from $152,000 to $220,000 and impact multiple cost centers in an organization, according to a recent article from The National Business Research Institute. Further, of the companies reporting bad hires, 37% cited a negative effect on company morale and 18% saw a negative impact on client relations.
Making a great hire is like choosing a life partner. Here are a few questions I suggest you ask during the interview or evaluation process:

  • Does he/she have the personality to fit in with other team and department members?
  • Can the candidate maintain the required amount of composure and confidentiality for the job?
  • Does this person have interest in advancing within the company? Do they have growth potential?
  • What drives them to succeed?
  • What successes (not job promotions, but real results) have they achieved?
  • Can the individual transition into the company’s overall culture and add positively to it?
  • What unique quality can this candidate bring to us that no other candidate can?

Additionally, I’ve found that several other subtleties during interviews—and within each open position—can help determine the golden match.

Additional Expertise and Getting Results

Should you decide to outsource your search, the goal is not to simply make the perfect hire. Rather, it should be to work with a recruiter who has industry experience and a consistently successful track record, someone who can be your “go-to” when you need talent.

Hiring an industry-experienced and niche-focused recruiter has paid dividends more than once when a local search firm couldn’t find the necessary talent. Your recruiter should be a trustworthy and reliable resource when a position needs to be filled. A comprehensive approach highlighted by a known talent pool and the ability to match both skills and personality will absolutely be a difference-maker in your success.

The takeaway of all this? Not just any recruiter will do. Make sure your recruiter is a perfect fit for your company, and it will pay off exponentially when it comes to finding the talent you need.

Experience the Freedom

The biggest benefit of a perfect fit is that all involved can live in the present and work focused on the future. With talent secured, you’ll be able to confidently start working on reaching the organization’s strategic goals. And candidates, rather than just settling into a job, can start building their career for the long-term. In a world where everyone is on the hunt for the next best thing, realizing satisfaction when it knocks on your door and embracing it allows for the freedom to focus on the present and live intentionally.



We excel at connecting the right people with the right companies—learn more.


Name:
Email:
Subject:
Message:
x
account holder account holder retention account holder strategies account holder strategies; growth strategies; account holders announcement attracting talent Bank of Pacific banks batching best practices board governance board member board of directors bottom line branch profitability branding Bryan Hanks budget business culture business environment business strategies career advice Case Study CEO onboarding CFPB Charles Shanley Cheryl Lawson Chris Karstens communications Compliance compliance examinations compliance risks Consumer FInancial Protection Bureau Contract Optimizer Contract Renegotiations contract review contract staffing core processor contracts corporate culture corporate governance CPE credits credit card contracts credit cards credit unions Crissandra Fry CSS culture customer service cyber security Darin Byrd debit card contracts digital directors economy efficiency studies election employee employee retention employees EMV migration evaluation executive search expense management expense reduction expense studies expenses Federal Reserve Board fees financial services financial stability Floyd's Forum full disclosure Generating Income generating leads generation governance government hiring HR HR Consulting HR policies human capital human resources income income enhancement interview strategies interview tips IT contracts Jan Southern Jennifer Peoples Jim Griffis JMFA Academy JMFA clients JMFA News job search John M. Floyd Keith Hughey Kelly Flynn Kim Kreps leaders leadership lending program Linda Meyer loans management Mark Roe marketing Midwest Region Millennial Millennials Missouri NCUA negotiating contracts Net Operating Analysis NOA Non-Interest Income Oliver Ireland onboarding Organizational Health outsourcing overdraft compliance overdraft coverage overdraft fees overdraft practices Overdraft Privilege overdraft program Overdraft programs overdraft protection programs overdraft service overdraft strategy overdrafts Paul McFarland payday loans Pennsylvania performance improvement personnel planning Press Release Privilege Manager CRM process improvement product profitability Profitability Improvement project staffing Recruiting Recruitment Services recruitment strategies re-engineering regional director regulations regulators regulatory Retaining Employees revenue revenue enhancement Richard Miller ROI Ron Jennings senate service service agreements shareholders social media staff staff development staff spotlight staffing staffing gaps staffing studies staffing study stakeholders Strategic Planning Succession plan succession planning Susan Prell talent technology technology costs technology utilization temporary staff Tim Strandquist training UDAAP vendors Washington Westmoreland Community FCU