The Secret to hiring

The secret to hiring is "hard work", Texas is farm central and relocation assistance is more than a sentence on the job description

Author

The Deputy
September 26, 2024

“The harder you work, the luckier you get."

Anonymous

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In today’s email:

  • Job News: The Secret to hiring

  • Overheard at coffee: Did You Know Texas is Farm Central?

  • Trending AI News: Just in time for the elections - meet Factbot by Slopes

  • Hot Jobs: (keep scrolling down ⬇️)

  • Recruiting Fails: Relocation Assistance: It’s More Than Just a Line in the Offer Letter ❌

Job News

The Secret to Hiring: It’s Not as Easy as You Think

Let’s be real: hiring is hard. It's not just about finding someone with the right skills. It’s about navigating a maze of expectations, budgets, and sometimes, pure guesswork. 

Here’s what hiring often feels like:

- Decoding what the hiring manager says they want versus what they really need.

- Budget juggling—figuring out how to find top talent when the salary range is less than inspiring.

- Selling the company—sometimes even talking yourself into believing it’s as great as you're pitching it.

- And after all that? You might discover the candidate’s references are a disaster, and you’re back to square one.

We've helped companies hire hundreds of people—from rockstars to some definite missteps. Through those experiences, we’ve developed a framework that cuts through the noise and gets to what really matters in hiring.

Step 1: Know Who You’re Hiring For

Hiring a VP of Sales? That's a world away from hiring a VP of Engineering. And filling the shoes of a CEO? Entirely different from finding the next CFO. The key here is understanding the hiring manager’s goals and pain points. 

- VP of Sales: They want people who hit quotas—period. Most reps don’t, so finding that top performer is critical.

- VP of Engineering: Many engineers can build, but how many can communicate their work to customers or executives? They need someone who can bridge that gap.

- CEO: It’s all about the bottom line. Can this candidate make money or save time/money? Sounds simple, but people like this are rare.

Step 2: Solve a Problem, Not Just Fill a Role

Every hiring manager is trying to solve a problem. It’s not about filling a seat, it’s about finding someone who will tackle their biggest headaches. Your job is to uncover what that is and present candidates who can fix it.

Step 3: Cast a Wide Net

You won’t find great talent by sitting back and waiting for them to come to you. It’s time to hustle. 

- Email outreach, social media (hello, LinkedIn), sourcing tools, and yes, cold calls—use them all.

- Ask for referrals, spread your net far and wide.

- Embrace AI to personalize your messaging and get in front of the right people faster.

This part is not glamorous. It's grinding work. But the more effort you put in, the more qualified candidates you'll uncover. It’s a numbers game and a skill game combined.

The Tough Truth: Hiring Is Never Easy

Let’s stop pretending hiring is easy. It’s not. But when you focus on the right activities, you’ll get closer to finding the right people. And once you do, it gets easier to spot talent for future roles.

Find joy in the challenge—whether it’s in the search, the interviews, or the excitement of closing a great candidate. Maybe it's helping someone land their dream job, or watching a hiring manager light up when you bring them the perfect fit.

Will It Be Hard? Yes. Will It Work? Yes.

The key to success in hiring is accepting that it will likely be harder than you think. Embrace that challenge, and you’ll start seeing results. 

If hiring were easy, everyone would be doing it well. But here’s the upside: the harder it is, the more rewarding it becomes when you get it right.

Overheard at coffee ☕️

Did You Know Texas is Farm Central?

Man, Texas is farm country—big time. With 231,000 farms, it holds the crown as the U.S. state with the most farms by a landslide. To put that into perspective, Missouri, the runner-up, has a mere 88,000 farms. That’s nearly three times fewer! 

Just imagine all the land, crops, and livestock. Yet, despite all that farming power, here’s a fun fact: almost all the coffee you’re drinking comes from Colombia or Brazil. Why? Because the U.S. barely produces any of it. Looks like Texas might have the cattle, but not the caffeine!

🚀  Just in Time for Elections: Meet Factbot by Slopes

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🔥 Hot Jobs - $1K Referral Fee

Recruiting Fails: Relocation Assistance: It’s More Than Just a Line in the Offer Letter…

Saying you offer relocation assistance? Easy. Actually covering the cost to move someone (and their family) across the country? Not so much. Sure, some companies throw out $10K and a couple of interns to help with the heavy lifting—but let’s be real: that won’t cut it for a family of five. We're talking about $50K just to get started.

The next time you're hiring for your office in the middle of nowhere, USA, be prepared to offer what it really takes to get people to move. 

- Renters? Relocating costs around $20K.

- Homeowners? Try $100K on average.

And most relocation packages? They’re typically in the $50K to $70K range.

Too often, companies offer relocation assistance that sounds good in theory but doesn’t come close to covering the actual costs. If you're serious about bringing in top talent from outside your area, make sure the relocation package matches the reality. Otherwise, you’re just wasting everyone’s time.

Do you have recruiting Fail Stories? Reply with your epic fails – we'll feature them. Own your blunders, embrace vulnerability, and let's all level up together.

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