Core Values in Recruitment

Over the past decade, I've hired 500+ people and interviewed thousands. Here are 6 traits I’ve found to be the best predictors of a great hire: ~~ 1) Speed of Response The faster someone responds, the better they’ll likely fit with me and my team. It’s not about having all the answers right away—it’s about engagement, care, and showing you’re present. That level of responsiveness is invaluable. == 2) They Demand Excellence Great hires hold themselves to a high standard and expect the same of others. When something goes wrong, they own it. Their first instinct is to ask: ➝ What can we learn? ➝ What needs to improve? This attitude turns problems into progress. == 3) Humility The best team members are hungry to grow and leave their ego at the door. They don’t pretend to know it all; they ask questions, seek feedback, and adapt. Over time, these learners become irreplaceable assets to any team. == 4) Proactive Problem Solvers They don’t wait for instructions—they take initiative. When they see an issue, they address it. When they encounter a roadblock, they suggest solutions. Proactive hires reduce bottlenecks and keep the team moving forward. == 5) Strong Communication Skills Clear communication is critical for collaboration, especially in remote and fast-paced environments. The best hires: ➝ Ask thoughtful questions. ➝ Share updates without being asked. ➝ Document decisions to keep everyone aligned. == 6) Alignment with Values Skills can be taught, but values are harder to change. Does the candidate embody the core principles of your team or company? Those who align with your mission are far more likely to thrive and contribute over the long term. == Hiring isn’t just about filling a role; it’s about building a team of people who can challenge, inspire, and grow together. What traits do YOU prioritize when hiring? Let me know. ⬇️

Fostering Belonging Can Transform Recruiting Strategies The way organizations recruit reflects their values. Hiring practices emphasizing belonging send a clear message: employees are more than resources—they are vital contributors to shared success. In my latest article, I examine how belonging shapes recruitment. Companies embedding belonging into their hiring practices stand out, attracting exceptional talent while fostering environments where people connect and thrive. Accenture, Microsoft, Rolls-Royce, and Johnson & Johnson demonstrate how belonging translates into action. Accenture’s flexible work policies, Microsoft’s 40+ Employee Resource Groups, and Rolls-Royce’s “Being Like Me” initiative show how organizations can make candidates feel valued even before they join. These approaches don’t just improve hiring outcomes—they establish cultures that sustain engagement and innovation. Highlights include: 1. Belonging in Hiring: How a sense of connection influences candidates' decisions. 2. Early Signals: Transparent practices and authentic interactions during recruitment set a strong foundation. 3. Quantifiable Impact: Inclusive hiring improves retention, satisfaction, and innovation. The article outlines steps to align recruiting with belonging, such as: 1. Crafting inclusive job descriptions. 2. Equipping hiring managers with tools to address bias. 3. Featuring authentic employee voices in recruitment materials. 4. Using data to measure progress and refine strategies. Companies prioritizing belonging strengthen their ability to hire, retain, and engage talent. #Belonging #Recruiting #TalentStrategy #EmployerBranding #TalentAcquisition #CandidateAttraction #Talent

I was terrible at hiring my first 10 people— I was only interested in qualifications. Fatigued (and ready for a change), one day I walked into an interview with just a list of my 5 core values. That was it. I spent the entire interview asking questions until I felt like I could score the applicant as either a clear red or a green on those values. Then based on this and this alone, I made my decision. The result? Immediately, our business launched forward. It's gotten to the point that today, we do not move to onboarding until we've had a great values conversation with the people we interview. The biggest takeaway: Skills can always be learned— they can be taught. Values... that's much, much harder. Today, we hire for values first and skills/qualifications second. Ownership, high standards, integrity, kindness, boldness. What values do you most look for? #success #startups #saas #entrepreneurship

🏆 7 Research Organizations Hiring Now & How to Stand Out Whether you're an IMG looking to break into research or a clinical pro ready for your next big move—these organizations are shaping the future of trials. Some, you know, others are hidden gems worth exploring. 🔹 1. Syneos Health 📌 Focus Areas: Biopharmaceutical Solutions, Real-World Evidence, Behavioral Health 💡 Core Values: Collaborative spirit, performance, respect 🎯 Approach: Emphasize your ability to work in fast-paced, team-based environments and support patient engagement strategies. 🔹 2. Labcorp Drug Development (Formerly Covance) 📌 Focus Areas: Central Labs, Diagnostics, Early to Late-Phase Trials 💡 Core Values: Scientific excellence, innovation, service 🎯 Approach: Share examples of cross-functional collaboration and attention to lab protocols, diagnostics, or preclinical experience. 🔹 3. Worldwide Clinical Trials 📌 Focus Areas: Neuroscience, Rare Diseases, Oncology, Cardiometabolic 💡 Core Values: Flexibility, scientific integrity, personalized service 🎯 Approach: Highlight your adaptability and any experience with challenging or underserved patient populations. 🔹 4. IQVIA 📌 Focus Areas: AI in Trials, Data Analytics, CRO Services, Tech-Enabled Research 💡 Core Values: Human data science, innovation, speed 🎯 Approach: Focus on how you've used data to improve site performance or patient recruitment. Bonus: talk tech fluency. 🔹 5. Veristat (Hidden Gem) 📌 Focus Areas: Biostatistics, Regulatory Affairs, Emerging Biotech 💡 Core Values: Scientific partnership, transparency, precision 🎯 Approach: Great for those who love the science—show your understanding of protocol design, regulatory prep, or niche therapeutic areas. 🔹 6. ClinChoice (Hidden Gem – Fast Growing Global CRO) 📌 Focus Areas: Full-Service CRO, Clinical Ops, Pharmacovigilance, Regulatory 💡 Core Values: Global collaboration, integrity, cost-efficiency 🎯 Approach: Highlight your global mindset and resourcefulness in streamlining operations or improving patient safety workflows. 🔹 7. Allucent (Hidden Gem – Mid-size CRO focused on small & emerging biotechs) 📌 Focus Areas: Oncology, Rare Disease, Biotech-Focused Research 💡 Core Values: Agility, partnership, personalized strategy 🎯 Approach: Tailor your resume to reflect how you've thrived in lean teams or supported early-phase, hands-on work. 🚀 Tips to Stand Out in Applications 🔹 Build real connections—purposefully message Clinical Ops professionals and Recruiters on LinkedIn. 🔹 Customize your resume with metrics, keywords, and your "why." 🔹 Use storytelling: talk about how you improved patient retention, saved timelines, or fixed protocol hiccups. 💬 Which of these are new to you? 💬 Have you interviewed or worked with any of them? What was your experience like? 💬 Let’s support each other—drop your thoughts below! 👇 Best, Jennipher

Here's what I've learned from 19 years of hiring: If values aren’t part of the hiring process, they won’t shape the culture that follows. At Harvest Group, we’ve built our foundation on five values: Integrity. Relationship. Service. Excellence. Journey. We’ve taken the time to define them clearly and document the stories behind them. Not as words on a wall, but as lived examples. Every time we hire someone new or explore a new partnership, we start with our values. We ask: Do they share our values? Do they have examples where they have lived them out? We also pay close attention to their questions. The kinds of things they ask tell us what they prioritize. That matters. We’ve learned this approach creates alignment. That alignment fuels trust. And trust builds the kind of culture that lasts. We don’t believe culture just happens. It’s built through who you hire and what you hold to.

Work is where values turn into impact. Too often, hiring focuses solely on skills and experience, but true success comes from bringing in people who share your core values. Without this alignment, even the most talented team members can feel disconnected, resulting in lower motivation and higher turnover. Building a strong culture begins with hiring individuals who believe in the same purpose, not just those who meet the qualifications. When values align, teams work with greater passion, trust, and commitment. If you want your business to grow sustainably and meaningfully, prioritize values alongside talent. What values guide your hiring decisions?

Hiring isn’t just about filling seats; it’s about finding the right people who align with your company’s values and drive your business forward. If you’re running on EOS, your hiring process should reflect those principles. Here’s how to do it: 1️⃣ Be crystal clear about your Core Values. Share them upfront, even if it scares some people away. That’s the point. 2️⃣ Define the role. Use the Accountability Chart to map out exactly what’s needed. The right person in the wrong seat still won’t work. 3️⃣ Ask the big questions. Does the candidate Get the role, Want it, and have the Capacity to do it? (We call it GWC.) 4️⃣ Score them. Use the People Analyzer to measure fit against your Core Values and role expectations. 5️⃣ Set expectations early. Share clear metrics and outcomes upfront so there’s no guesswork later. EOS tools make hiring intentional and effective. It’s not about perfection; it’s about finding people who truly fit and building something great together. -- Follow me, Mark O'Donnell, to learn how to get what you want from your business.  💡 Get started with a proven system at eosworldwide.com