Finding qualified candidates is only part of recruiting. The real challenge is identifying the people who have the skills, accomplishments, confidence, conviction, knowledge, and enthusiasm to succeed in the position and contribute to your organization.
That is why Global Edge Recruiting developed and uses our exclusive HIRE with FIRE® Interview and Hiring Method.
We have used this relationship-driven approach for more than two decades to help evaluate candidates throughout the résumé review, prescreening, and interview process. The method helps our recruiters look beyond a candidate’s résumé to better understand the qualities that can distinguish a strong candidate from someone who simply meets the basic requirements of a job.
More Than a Résumé
A résumé can tell you where someone has worked, what positions they have held, and what qualifications they possess. It doesn’t necessarily tell you whether that person has the characteristics needed to succeed in a particular role.
For sales and executive positions, employers often need professionals who can do much more than perform the technical requirements of a job. They need people who can build relationships, communicate effectively, overcome challenges, produce results, and remain engaged and motivated.
Our interview and hiring method helps us evaluate candidates against the specific requirements of the position, while also looking for the qualities and characteristics that can contribute to long-term success.
The Four Key Variables
The HIRE with FIRE® Interview and Hiring Method is built around four key variables that we have found to be important when identifying top talent.
These variables help our recruiters evaluate the candidate more completely rather than relying solely on education, previous titles, or years of experience.
The method helps us identify a candidate’s key skills and abilities and determine how those capabilities align with our client’s specific job requirements. It also helps us identify professionals who demonstrate genuine passion and engagement in their work.
Matching the Candidate to the Position
Every recruiting assignment is different.
A candidate who is highly successful in one organization or sales environment may not necessarily be the right candidate for another. The requirements of the position, company, industry, customers, territory, management structure, and sales cycle all matter.
Our recruiters use the HIRE with FIRE® method as part of our broader Recruitment Process to evaluate how a candidate’s experience and capabilities align with the opportunity.
For sales positions, we also consider factors such as past performance, career stability, accomplishments, customer relationships, industry experience, and the ability to produce measurable results.
Our objective is not simply to identify candidates who can do the job. It is to identify candidates who have the potential to excel in the job.
Why the Hiring Process Matters
The cost of a poor hiring decision can extend far beyond the cost of recruiting. An unsuccessful hire can affect sales performance, customer relationships, employee morale, management time, and revenue. That’s why we believe the interview and evaluation process deserves careful attention.
A structured approach helps employers make more informed hiring decisions and reduces the tendency to rely solely on first impressions or gut reactions. The HIRE with FIRE® approach was developed to create a more relationship-driven interview and hiring process that benefits both employers and candidates.
HIRE with FIRE: The Relationship-Driven Interview and Hiring Method
The HIRE with FIRE® method became the foundation for the book, HIRE with FIRE: The Relationship-Driven Interview and Hiring Method, written by Denise and Randy Wilkerson.
The book was created to help hiring managers and Human Resources professionals better understand how to identify top talent, build successful teams, improve the candidate experience, and make more effective hiring decisions.
The book covers the four key qualities of top talent, the HIRE with FIRE® interview method, relationship-driven hiring principles, and a relationship-driven hiring plan.
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A Method Developed Through Recruiting Experience
HIRE with FIRE® isn’t a theoretical hiring model created in a classroom. It was developed through years of working directly with employers and candidates in the medical and healthcare recruiting industry.
Since 1997, Global Edge Recruiting has recruited sales and executive professionals for medical device, pharmaceutical, biotechnology, healthcare, dental, veterinary, and other specialized organizations.
That experience has taught us that successful hiring requires understanding both sides of the relationship—what the company needs and what motivates the candidate.
Helping Employers Hire with Confidence
Our recruiters understand that employers want candidates who can make a meaningful contribution to their organization. They want professionals who have demonstrated success, possess the skills required for the position, understand their industry, and have the motivation to succeed.
The HIRE with FIRE® Interview and Hiring Method gives our recruiters another tool for evaluating those qualities and helping our clients make more informed hiring decisions.
Virtually any recruiting firm can provide a stack of résumés. Our goal is to help you identify the special person who can become a valuable member of your team.
A Better Match for Employers and Candidates
Our ultimate goal is to create the right match.
For employers, that means identifying professionals whose talents and experience align with the company’s strategic objectives and the requirements of the position.
For candidates, it means finding opportunities where their experience, abilities, and career goals can contribute to long-term success.
That relationship-driven philosophy is at the heart of the way Global Edge Recruiting approaches recruiting and hiring.
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