Hiring the Right Talent

It is common knowledge that to rush through anything results in poor quality. Consider the quote by famed coach John Wooden. “If you don’t have time to do it right, when will you have time to do it over?” Hiring the right talent for a specified job takes time. This also happens to be what most managers and owners don’t have. Seeing as we specialize in recruiting here at Ridgeback, we wanted to break down some recruitment steps to help your company not just fill a job vacancy, but keep it filled.

Read Between the Lines

A doled out resume is created to impress. Job seekers post their highest achievements, which at times can excite a hiring manager. Keep in mind, a well formulated piece of paper does not always equate to the perfect fit, especially if you miss some warning signs.

  • Switching companies- How often is too often for candidates to have switched jobs? If you notice the applicant has a new job every year, consider your cost of training employees and having to perform the process over again.
  • Negative talk of past employment- Interviewers tell the most about themselves when they’re speaking of previous managers. Receiving strong answers to behavioral questions pertaining to specific team and managerial experiences is vital here.

Multiple Interviews

Interviewing someone more than once takes time. Nevertheless, seeing someone in three different situations helps better convey what your future employee will be like on a day to day basis.

A great first impression can win hiring managers over, but consistency is a key trait in successful people. If they are the best candidate for the job, they will show it as much in the third interview as they did in the first.


In most cases, data speaks for itself when it comes to tangible success. Resumes are filled with the tangible successes of applicants. Interviews (and references) are meant to not only confirm that success, but to also gauge their character.

Behavioral questions pertaining to situations of morality, teamwork, and even ego are vital. Consider asking questions like the following:

-What is the ideal culture of your desired workplace?

-Describe a situation that may have threatened your morals or integrity. How did you handle it?

-Describe a day where everything went wrong. How did you handle it?

-When was a time you had an uncomfortable conflict? How did you resolve it?

Reminder: in these situations, give the interviewer adequate time to think before answering.

These are just a few of the many steps we take when recruiting great talent here at Ridgeback.

Ridgeback Business Solutions helps organizations do things they cannot normally do in the fields of finding great talent, project management, focused marketing, and consulting business leaders on how to improve the efficiency and profitability of their business.

To learn more about how Ridgeback can help you, Please contact us at:

Phone: (646) 883-2927

Email: [email protected]

Web: https://ridgebackbusinesssolutions.com/