August 31, 2011
Adding 200 People to Your Corporate Family in 90 Days
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Brain Teaser! What does it take for a company to hire 200+ new employees in just 90 days? Apparently the answer is pretty simple: Kandi Phillips and Tracy Tang!
We sat down with the recruiting team to find out how they managed to increase our sales staff by over 45% since June of this year and what best practices they’d share with other companies who have urgent hiring needs.
Explain the Hiring Process Used at CLEARLINK
We use job posting boards, traditional advertising, featured ads and free community portals to reach a broad audience in Utah. Every week we get over 100 resumes to review, we select the candidates we want to phone screen, and then schedule on-site interviews with our team of sales coaches and managers. It is definitely a team effort and we consider both skill set and culture fit in every evaluation.
One day we had 35 interviews! Our hiring managers were exhausted.
With hundreds of resumes to source, how do you pick the candidates to phone screen?
We do love to bring on employees who have previous sales experience, even if they’ve just worked in a retail environment, but we don’t require it. We look for loyalty and steady work history. When we get to the phone interview we can tell more accurately if the person has the energy, attitude and personality to excel in inside sales.
Do you have to let quality of hire slack in order to get that many new employees in a short period of time?
We are definitely more open to trying candidates that we may be on the fence with in the interview process, but quality is hugely important to everyone. We use a behavioral analysis tool that predicts whether or not the candidate will likely fit our sales profile—this helps us when our hiring managers aren’t sure if we should make an offer.
What tips do you have for other companies who need to hire quickly?
Test new sources constantly, so you’re not trying to figure out what works during an emergency hiring situation. Always be adding new, controllable sources for application flow. If you’re 100% reliant on referrals and job posting, you don’t have control over the volume of people searching. Include some media in your recruiting mix that allows you to generate interest in people who aren’t even looking for the specific job at that time. Radio is a good example.