Brian Back Email & Phone Number

I help organizations understand how recruiting is the foundation of building great leadership teams. I use simple math to judge the success of our approach. Industry-wide turnover rates of executive hiring is 40-50%+, our approach is 97% successful. The mathematical difference is profound as are the business results of those organizations that put our approach to work for them. Below are 6 do's and/or don'ts that may help you create a recruiting process which will allow you to hire the type of talent that can create exponential value for your organization. 1. The pendulum on recruiting has overly swung (as pendulums tend to do) to a scientific or academic approach. This simply means that organizations test, assess, poke and prod candidates in an attempt to use data or science as the primary means to inform the organization who the best candidate is. This would be great except that your are hiring a human being not a human "doing". Humans are far more nuanced. 2. The statistics at the executive hiring ranks are not good. 40-50% of executives hired are gone within 18 months. If your process is not set up for success - which an approach overly reliant on science or academics is not - these percentages will continue to be weak.3. Organizations that recruit successfully build an approach around relationships. Yes, tests and assessments can help, but they should not be the focus of the approach. Build a process of (exquisite) mutuality - this is how the best relationships naturally form.4. All candidates are driven by ONLY 2 motivators. Security & Adventure. When I approach an executive with an opportunity, they immediately start evaluating whether my opportunity provides greater security or adventure or both. These are rooted in human psychology and understanding this human disposition should drive a more lively dialog with candidates.5. Storytelling is the key to elevated learning. Exchanging authentic stories creates clarity around purpose, mission, struggles, aspirations, etc. - learn to share your story and seek the candidate's story and you will experience a more enlightening process. Also, authenticity is what enlivens these stories - not drama or theater or propaganda. 6. Effective storytelling goes well beyond what people/organizations do or have done - stories will not come to life until you get to the "hows" and "whys" behind the "whats".HansenBack has experienced great success executing the fullness of this approach as validated by our 97% retention rate. Call me if you would like a free consultation.

Listed skills include Recruiting, Executive Search, Leadership, Consulting, and 15 others.

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  Leadership Transition Consultant

  Human Capital Partners

  Mar 2019 - Present - Minneapolis, Minnesota, United States

  Helping senior leaders navigate unplanned job transitions. Including resume writing, story development, networking best practices, interviewing best practices and more.

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  University Of Wisconsin-La Crosse

  Accounting