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How to hire the right talent


Hiring the right people is one of the biggest challenges in business. But if a company wants to be successful, it's essential to get it right. The wrong hires can cost organizations time and money, and sometimes even their reputation. Here are four ways leaders can make sure their organization hires the best talent:

A leader's most important job is to understand their people, as well as the business.

Leadership is about people. It's about understanding them and helping them grow in their roles and careers with you. Leadership is also about understanding your customer (and if you don't know who that is yet, it should be a priority for you). It's about knowing how they feel about what you're offering them and how they experience it when they use it or buy from you. And leadership requires us to be conscious of our community--the world around us--and how we can make sure we're doing our part to make it more positive every day through small actions like volunteering time or donating money or goods instead of just talking about doing those things but not actually doing them!

The best leaders don't just create a vision, they create a culture.

Culture is the glue that holds a team together and enables them to deliver on their goals. It's also an environment in which people feel comfortable working.


A strong company culture is based on shared values--the things that matter most to your organization. If you ask employees what they value most about your company, you'll get answers like "working with smart people" or "having autonomy over my work." These are all signs of strong culture.


Your organization's values should be reflected throughout every aspect of its operations: hiring decisions; performance reviews; compensation plans; marketing materials; etcetera (and on through infinity).


Understand what you want in a candidate before you start recruiting.

Before you start your hiring process, take the time to really understand what you want in a candidate. This will help ensure that you are attracting the right people and making sure they are a good fit for your company culture.


You need to know what kind of person would be best suited for the job and what their motivations would be if they were hired. You also need to have an understanding of what skillset or experience level would give them an edge over their competitors (if any).

Assess the culture of your company.

What makes your organization unique? What do you want in a candidate before they join your team? Showcase why their work matters and how it contributes to larger goals for the organization.


Once you've defined what makes your culture special and how candidates should represent themselves on social media, consider these questions:

  • How does this person fit into our current team dynamic?

  • Will they be able to contribute effectively from day one?

  • If not, how much training will be required before they're ready to go solo with projects at full speed (or close enough) so that we can move forward without missing a beat in our workflow processes.

Create and share an organization's purpose and values with candidates.

In the hiring process, it's important to share your organization's purpose and values with candidates. You should do this early on in the process so they know what they're signing up for.


How you go about sharing them depends on the stage of your hiring cycle: if you're only looking for contractors or freelancers, then you might send them an email after they apply; if you're interviewing people who are already interested in working at your company (and therefore more likely to accept), then consider having a video call where everyone gets introduced; and if there's a specific role available that requires specialized skillsets or training--like HR consultants or designers--then consider holding a workshop where each person gets an opportunity to talk about why he or she wants this job before getting into specifics about what it entails day-to-day.


No matter which tactic(s) work best for communicating these things clearly and effectively with candidates who may be unfamiliar with corporate culture (or even just new), remember: sharing these ideas will help ensure both parties know exactly what they're getting into from day one!


Conclusion

Recruiting is a crucial part of any business, but it's also one of the most difficult. Hiring the right people can make or break your organization, so you need to be sure that your recruitment process is thorough and effective. By following these tips, you'll be able to find candidates who will fit well within your culture while also helping them discover if they would like working at your company as well!

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