It is always great to read an article full of pragmatic advice on the investment of time and thought you need to put into your recruitment process. Recruiting the right people first time around will have such a positive impact not only culturally but also your organisation performance. I have met far too many companies during my 19 years in Executive Search who view recruitment as a chore and subsequently take too many risks by not preparing for success.
One area of the article that I do disagree with though is getting 6 interviewers involved in the process. In my experience too many chefs definitely do spoil the broth! 6 opinions can bring paralysis to any recruitment process and I would strongly recommend a maximum of 3 decision makers getting involved in the hiring process.
Micrel, the Silicon Valley company I founded and led for 37 years, had the lowest employee turnover rate in the American semiconductor industry, and the highest rate of boomerang (returning) employees. I personally have hired hundreds of people and Micrel hired thousands. Hiring the right employee matters more than most other decisions you or your management team will make. A bad hire can be downright destructive to a company. A desperation hire likely produces lackluster results. But a great hire will lift your sprits as well as your profits. Knowing how to hire is as important as knowing your marketing, knowing how to innovate and knowing how to manage corporate cash . The key to having low turnover as well as high-performing employees is in the methods that you use in selecting and interviewing candidates.