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This is a must read for any CEO, VP of Sales, or Technical hiring manager

7 of the Biggest Hiring Mistakes Costing Companies Tens of Thousands In Lost Revenue Each Year

1. Not being aware of the internal team:
Promoting from within can significantly reduce your risk. You want to encourage and nurture the talent you already have, so work hard to discover what you have before you go looking for more.  Besides...it will certainly reduce your hiring cost and go a long way to retaining talent within your business and not losing it to your competitors.

2. Failing to Clarify expectations up front:
Clearly describing the performance requirements of the job is what the best managers always do.  Describe the 4-5 critical performance objectives required to be considered successful (the upper 25%) in the role.  This is often referred to as "benchmarking".

3. Refuse to compromise on your demand for hiring top talent. 
Getting the best people on your team is the key to building a winning firm.  Surround yourself with people who are more talented than you are and pay them more than you earn if necessary.  Don't let B-Level Managers hire C-Level Sales executives so they can feel like the smartest person in the room.

4. Failing to fully engage in the recruiting process. 
Over our 20 years of successful sales and technical recruiting, we have observed hiring managers who consistently hired the best people.  They spent more time with the candidates before, during, and after the interviewing process. All of them would meet strong prospects on an exploratory basis before the person agreed to be a serious candidate.  They all seek advice from recruiters who understand the nuances of their industry.

5.   Failing to Value potential over experience. 
For the best hiring managers...while the candidate hired needed to have the basic skills, upside potential was far more important than the laundry list of skills and experiences listed on the traditional job description.

They modify the job to fit the right person, rather than find the right person to fit the job. The best managers are always willing to see talented people whether or not they have an open job to fill. They were also willing to modify an open job to attract and better meet the career needs of a strong person.

6. Failing to take full responsibility for the results of every hiring decision. 
Hiring managers often delegate much of the hiring process to the HR and recruiting departments.  But the best hiring managers always take full responsibility for the results of every hiring decision. Surprisingly, most give credit for their successes to others, but took personal blame for the failures.  They are always looking for ways to improve regardless of who is to blame for any problems. 

7.   Failing to align values with the hiring process
• Here is a List of the top values Employers Look for in Employees.
• Strong work ethic
• Dependability and responsibility
• Possessing a positive and 'can do' attitude
• Adaptability
• Honesty and integrity
• Teamwork

If the values of the firm don't match that of the candidate, no amount of money will get them to change their mind to join your firm.  If they do join you, it won't be for very long...and that will be more damaging than them not joining at all.

Contact us today for a complimentary review of your hiring process.    678-425-5984 or dave@bridgepointsearch.com

  Bunty Ranu, Sr Director, Worldwide Cloud Architecture, Teradata

                                  I have worked with many recruiters throughout my career but Dave with Bridgepoint Search stands out as the best.  He is transparent and supportive                                              throughout the entire process.  Dave is consistent in identifying great talent and matching the to the right role quickly and effectively.  I highly                                                            recommend  Dave for any recruiting needs.


   Mark Feldhamer, President

                                  I've worked with a number of recruiters over the years. Candidly, I've been very unhappy with the results. But with Dave I finally found someone who actually                                     took the time to understand the requirements and skills of the position. He only sent me qualified candidates that met my parameters and saved me a                                           good deal of time in the vetting process. Dave found people in my industry that I was unaware of, and who were well qualified. His fees are reasonable and                                       he has been very responsive.I also found Dave himself to be very communicative, friendly, and quick to grasp the nuances of our needs. 

Dan Aldridge, CEO of Performa Apps, an Infor ERP Consulting Firm

Dan has 17+ years as an Infor Consultant.  "Bridgepoint Search is an excellent Recruiting firm with a great pool of talent.  They are especially adept at finding good ERP Sales Professionals.  They found our top notch Sr Account Executive that we chose after considering 40+ candidates.  Nice job, Bridgepoint!"

Donna Ward, Director, Distribution One, an independent wholesale distribution software firm

Bridgepoint Search took the time to listen carefully to our needs.  They were able to identify qualified candidates for our consideration quickly.  Their follow-up during and after hiring is second to none. Bridgepoint Search is a great asset to our company.

Chris Chapman, CFO and VP of Corporate Finance, 5ME
Bridgepoint Search was a great help to my company.  They were able to find candidates that exactly fit our job description.  Their Recruiters are professional and followed up on every call and question I had during the process.  Bridgepoint Search would be a great external asset to any HR department.  I enjoyed working with them during our process.

Bob Jennings, VP of Sales and Marketing, Datalliance 
​Bridgepoint Search Recruiters are  consummate professionals and a pleasure to work with.  They found a number of high quality candidates and are experts in the Recruiting profession.  I highly recommend Bridgepoint Search.

Joy Justus, Sr VP Sales, ThinkHR Corporation

I was referred to Bridgepoint Search through a business associate and they were a lifesaver.   We distribute our products through a specific business vertical, they quickly ramped on our industry and the type of candidate we were seeking - unlike other recruiters who were on a similar project.  Bridgepoint was successful where others had failed and we will use them again - probably sooner versus later! Easy to work with, great communication and impressive ability to quickly understand and recruit good candidates from within a small, specialized industry.

Scott Peterson, President, Corning Data Services, an Oracle Platinum Partner

Bridgepoint Search is a very effective Recruiting firm that listens carefully to our requirements.  They are quick to identify truly qualified candidates for our consideration.  Bridgepoint Search is a great asset to our company, and we will continue to utilize their services.

Bridgepoint Search

678-425-5984

dave@bridgepointsearch.com