Prevent a Costly Hiring Mistake

February 24, 2025 – The success of any organization, large or small, hinges on its people. Your team members are not just cogs in a machine; they are the lifeblood of your company, according to a recent report from TurningPoint Executive Search’s Ken Schmitt. “That’s why hiring the right talent is one of the most critical decisions a business leader can make,” Mr. Schmitt said. “But the path to building a stellar team isn’t always smooth. In fact, it can be quite intimating.”

“Everyone knows a bad hire can be a catastrophic misstep, leading to a chain reaction of problems that ripple throughout the organization,” Mr. Schmitt said. More than just an immediate financial burden, a poor hire can cause long-term damage to your company’s morale, productivity, culture, and reputation.

But some organizations never even get that far because they fail to attract the right candidates, lose them in the hiring process, or watch them get snatched up by the competition, the TurningPoint report explained.

Your Hiring Process

How do candidates submit resumes? Is there a phone screen? How many interviews should they plan for? Is there a follow-up protocol? “An organized and well-communicated plan will keep your candidates from running away screaming and keep your hiring managers from being buried alive under excessive follow-up emails,” the TurningPoint said.

Compensation Packages

“You won’t lure seasoned professionals away from their current company with a scary compensation package,” said Mr. Schmitt. “While you might be limited by a budget, do your research to determine the true market value for your ideal candidate to have the best budget to work with. Trust us; nothing frightens an A-player like an under-market offer.”

Excessive Interviews

Nothing drains a candidate’s enthusiasm more than interview after interview, according to Mr. Schmitt. “If multiple interviews are necessary, gather the team ahead of time to determine which questions will be asked by which group,” he said. “Repeating the same answers over and over will turn any candidate into a monster. Take advantage of a phone interview to get the basics, as this is much easier on your candidates’ schedules. Streamline your in-person interview process by scheduling all interviews in one day with as many stakeholders present as possible.”

Don’t Ghost your Candidates

“Inform your applicants of the process from the onset to eliminate confusion, drop off, and burying your hiring manager in unnecessary emails,” Mr. Schmitt said. “Telling candidates your next steps following their application submission eases their fear that they’ve sent their resume has disappeared into a void.”

Be Honest with Candidates

Vague job descriptions and hidden expectations are no treat for candidates, the TurningPoint report explained. “They’ll feel tricked into applying, damaging your organization’s reputation and chances at future successful hires,” the report said. “Be specific about the responsibilities, metrics, necessary skills, relevant experience, and soft skills you’re looking for. Be upfront about the compensation ranges and perks of the job.”

Finding Senior Leaders

TurningPoint is an executive recruiting resource for sales, marketing, operations, and executive leadership professionals across the U.S. The firm launched in 2007 in San Diego, CA. Its team offers experience in recruiting, human resources, sales, marketing, training, and management. TurningPoint serves privately held, venture-backed start-ups, private equity-owned early-stage, and mature, family-owned businesses. 

Related: A Look at Today’s Trends in Executive Search

Mr. Schmitt has been a recruiter for close to 25 years. His team at TurningPoint have placed nearly 400 of the nation’s leading sales, marketing, operations, and C-suite professionals, partnering with national clients across numerous industries such as tech, software, transportation, manufacturing, distribution, consumer products, professional and financial services, healthcare, life sciences, and hospitality.

An example of TurningPoint’s search work include the placement of Shara Evans as the director of marketing at Jones Lake Management. “Shara will take Jones Lake Management to new heights,” said Melanie Strauss, the TurningPoint Executive Search partner who led the search. “This is a very niche market with a limited candidate pool of professionals who possess the knowledge and business acumen to meet our client’s needs. However, Shara shined from day one. Not only was she extremely professional and responsive, but she was also a great fit culturally.”

Ms. Evans brings with her a deep understanding of marketing and communications. She has developed integrated campaigns and strategic communications throughout her career. Ms. Evan most recently served as a regional marketing director with TurnPoint Services. Before that, she was a marketing manager with Arlinghaus Plumbing, Heating and Air Conditioning. Ms. Evan also held marketing positions with 2J Supply Company, CareSource, Fayette County Memorial Hospital, National Bank & Trust Company, R3 Safety, and The Wendt Group.

Related: 2025 Talent Trend: New Leaders Focusing on Team Alignment and Impact

Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor  – Hunt Scanlon Media