IntegrityFirst

We are all waiting on pins and needles to see who will be our next President. As a #ceo of an Engineering Consulting business this could have a big impact on the future of our firm and our exit strategies. Check out this day after the election event to discuss your future with other firm CEO's and Principals! https://lnkd.in/gUav2_wU

Calling all Architecture, Engineering, and Construction industry Founders & CEOs! 🚨 Don’t miss out! 🚨 The future of your AEC firm starts NOW. Join us for "Legacy After the Vote: Succession and Exit Strategies in a New Era," a roundtable exclusively for AEC CEOs. In the wake of the 2024 election, the real work will begin—learn how new policies could impact your firm and discuss strategies to maximize value, plan for succession, and secure your legacy. 🗓️ Date: Wednesday, November 6th @12pm PST (The day after the election) 📍 Exclusive CEO Roundtable for the AEC Industry Your firm’s future depends on the decisions you make today—be there! #AEC #Leadership #ExitStrategies #Succession #ExitPlanning #Legacy #LegacyBuilding #PostElection #Election

$2.7 billion for 1 hire........ If you are in business you are in the people business....... Next time someone asks you what business your are in.......don't forget that. Stop allowing Problem Generators, Talented Terrors, And Culture Vampires from ruling your company........ and the cost and quality of hiring will improve beyond your wildest dreams.

Remember BlackBerry? Once a leader in smartphones, now a lesson in missed opportunities. 📉 BlackBerry's leadership delegated critical functions, including hiring, without strategic oversight. This led to a talent gap in key areas like software development, contributing to the company's inability to innovate and adapt in a rapidly changing market. 👉 Warning for CEOs: Total delegation of hiring can undermine your company's future. Without your strategic input, you risk building a team that isn't equipped to meet upcoming challenges. Don't let complacency be your downfall. Stay engaged in talent acquisition to ensure your team is ready to drive innovation and stay ahead of the competition. Agree or am I bat Sh#$ crazy?

Do you believe in Science? Here are the 6 most scientifically proven methods to consistently hire top performers: 🔍 Structured Interviews What They Are: Asking all candidates the same predetermined questions. Why They Work: Ensures consistency and reduces bias. How to Implement: Develop questions based on job competencies and standardize scoring. 📖 Job Knowledge Tests What They Are: Tests that assess a candidate's knowledge relevant to the job. Why They Work: Measures job-specific knowledge. How to Implement: Create tests based on a thorough job analysis. 💲 Empirically Keyed Biodata (Performance-Based Interviewing) What It Is: Collecting past experiences and achievements statistically linked to job performance. Why It Works: Uses past behavior to predict future success. How to Implement: Develop a biodata questionnaire tailored to the job. ✏ Work Sample Tests What They Are: Tasks that simulate actual job duties. Why They Work: Realistic measure of job performance. How to Implement: Design tasks that closely mimic job activities. 🤸♂️ General Mental Ability (GMA) Tests What They Are: Cognitive ability tests measuring reasoning, memory, and problem-solving. Why They Work: Predicts job performance across roles. How to Implement: Use standardized tests combined with other methods. 📣 Integrity Tests What They Are: Tests that assess a candidate's honesty, trustworthiness, and reliability. Why They Work: Helps filter candidates who may engage in counterproductive behaviors. Integrity tests are especially useful for reducing the risk of workplace theft, dishonesty, and other negative behaviors. How to Implement: Include integrity assessments that evaluate candidates' ethical decision-making and behavioral tendencies.

The CEO's Perspective on hiring: A CEO recently stated to me.... "If candidates are not willing to jump through all these hoops—one-way video interviews, assessments, and reference checks prior to an in-person interview—then they're not interested enough in the job we have available and probably not dedicated enough to be successful in the role." The A Candidate-Centric View: Conversely, it's argued that exceptional candidates have numerous opportunities and may be unwilling to endure impersonal and arduous screening processes without human interaction. By imposing such hurdles, companies risk alienating top talent and may end up settling for less qualified candidates. In an era where talent is a significant competitive advantage, organizations must reflect on their hiring practices. Striking a balance between thorough evaluation and candidate engagement is crucial. By rethinking and adjusting the hiring process, companies can attract and retain the exceptional talent necessary for long-term success.

Delegating is essential, but when it comes to talent acquisition, your involvement is irreplaceable. 🏆 Companies like Apple , Tesla , and Netflix showcase how #CEOs who are deeply involved in hiring build stronger, more innovative organizations. Conversely, the struggles of companies like BlackBerry serve as cautionary tales of what can happen when leadership distances itself from this critical function. 👉 Call to Action for Executives: Make talent acquisition a priority. Participate in key interviews, define what top talent looks like for your company, and ensure that every new hire aligns with your vision and culture. Your active involvement isn't just a managerial task—it's a strategic imperative that can propel your company to success or, if neglected, lead to its decline. Invest in people, and they'll invest in your vision. The future of your company depends on it Let's continue the conversation: How are you involved in your company's hiring process? Share your thoughts and experiences below

Elon Musk doesn't just lead SpaceX and Tesla ; he's deeply involved in building the teams that make these companies extraordinary. 🚀 Musk personally interviews candidates, especially engineers, to ensure they meet his high standards for talent and cultural fit. This hands-on approach has been instrumental in fostering innovation and maintaining a relentless pursuit of excellence. 👉 Lesson for #CEOs: Your active participation in talent acquisition isn't just beneficial—it's essential. By being directly involved, you ensure that every new team member aligns with your company's vision and values. “I personally interview everyone... We're giving tours to candidates constantly.” —Elon Musk at USC Marshall School of Business Don't underestimate the power of your personal touch in building a stellar team. Your engagement can be the catalyst that propels your company to new heights. Let's continue the conversation: How are you involved in your company's hiring process? Share your thoughts and experiences below

Steve Jobs believed that “A small team of A players can run circles around a giant team of B and C players.” 🍏 At Apple, Jobs was meticulous about hiring, personally involving himself to ensure that each new hire was not just talented but also a perfect fit for the company's innovative culture. His commitment to recruiting top talent was a cornerstone of Apple's success. 👉 Takeaway for Executives: Delegating hiring entirely can dilute your company's culture and vision. Your involvement is crucial in attracting and retaining the talent that will drive your organization forward. By actively participating in talent acquisition, you're not just filling positions—you're building a legacy of innovation and excellence. disagree? go cancel yourself!

Every open role in your company is money lost. What’s the culprit? Often, it’s an ineffective #ApplicantTrackingSystem that drags out the process. The longer a position stays vacant, the more it impacts your bottom line. You’re paying for overtime, overburdening existing staff, and missing out on potential business growth. 🌟 The right hiring software can dramatically reduce time-to-hire and close that revenue gap by quickly matching you with high-quality candidates. #HiringProcess #TalentAcquisition #BusinessGrowth