It takes the same time, effort and energy to hire mediocre staff as it does to recruit amazing people, so why not consider these tips to help you find and attract the best people to your organization.
It all starts with you:
As the Hiring Manager it always helps to start planning and thinking about the kind of person you need for your business and the role you want them to do. If you have established this in your mind then you can be better prepared to relay the message to colleagues, HR and your recruitment partners. This doesn’t mean you should show no flexibility during the hiring process it just helps to begin planning and creates a starting block. In fact, the best opportunities are created by companies that are willing and able to build a role around an amazing candidate. So adaptability is key but you need to start with a core idea or planned vision.
Alternatively if you come across talent even when you aren’t hiring then this will enable you to build a world class team. If you have the luxury of being able to do so never turn down a meeting or chance to somehow create an opportunity for a superstar in your team. The best hires are often unplanned and speculative and good people will always add value to your team vision. Think about why you love working.Think about what makes your company great:
Consider all the great things about your business or department and why staff enjoy working there. Talk to your colleagues and ask why they joined and what they like about the company as it may also provide a different perspective. What about your firm’s position in the market? Is your product or service a market leader or is there huge growth potential and what about innovation or customer service? Reviewing client testimonials or asking for customer references is going to be helpful. New hires want to join a company with a great working environment and a strong reputable brand or business with a strong possibility of becoming an innovative or unique niche player with potential. Don’t oversell but by the same token remember what attracted you and why you are still there.Be honest:
It can also help to offer prospective candidates a balanced view of your department and company so don’t feel afraid to offer up some of the negatives. This will show the honesty and integrity of a business but it will also help people to make an informed decision. It’s better to be upfront about such matters in a diplomatic way to ensure there is no time wasting and everyone is serious. All parties should be able to raise any issues and concerns during the interview process rather than once someone has joined. This openness will create a mutual trust environment for the future and should help good people to open up about their own situations and ability to deal with the challenges ahead.
It may sound obvious but planning a hiring process will give you some structure and also show any prospective candidates that you are organized and handling this process professionally. Also you can begin to see just how long it will take and who you need to involve. Can the process be shortened and are all the steps necessary or do you feel that additional visits, meetings or tests should be added?
Involve your team:
Team involvement in the interview process probably at a later stage when you have narrowed down the shortlist to perhaps just two candidates will be extremely constructive. Your staff will feel valued that their views are considered in the process. They may also highlight areas of strength and weakness that you had not considered and as they will potentially be working together in the future it is important to see if there is a fit in the team dynamic. It is useful to have others input perhaps to back up your feelings or to highlight an issue that was niggling you. Also, it’s easy to get excited about a supposed superstar but that can often cloud your judgment. So having a trusted colleague is always a benefit if you have a problem making a final decision. When all is said and done it is vital to trust your own instinct when hiring. This is a crucial decision especially when recruiting executives and it’s a decision that can make or break a team or a company. If it goes wrong it can be a very costly, demoralizing and draining exercise. If it goes well and you are able to hire your superstar then your business will flourish and the team will have a revived flow of energy. Your customers and competition will see that you are able to attract great people and this will improve your and the company’s market perception. However, the biggest challenge is to keep these superstars on board – to give them creative freedom, full responsibility and the resources they need to do a great job!
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