7 Strategies to Hire the Best Talent Now for your Company
I have spoken with companies that are afraid to add full-time employees because they fear if the country shuts down again, they will have to lay off employees. and COVID has provided much uncertainty with their employees. Unfortunately, some companies have had to downsize and/or freeze hiring. Even though the vaccine is being distributed, many hiring managers are apprehensive to decide about whether to hire. COVID threw a wrench in the processes to add new team members, promoting employees and rolling out new policies, but with opposition comes opportunity. Now the entire world is at your fingertips (literally) to scout talent for your company. Digital means diverse.
Evaluate what it’s worth to get the right talent. Define your business culture. The culture of your company is a combination of values, traditions, behaviors, attitudes, and beliefs. The people you hire will have a lot to do with your business culture. In order to maintain the type of culture that you want, hire people that will enhance it instead of diminish it.
Create a team of diverse workers. The business landscape has been changing over the past sixty years, and many companies learn that diversity is a strength and not a weakness. If you want to bring in people from many demographics, there are a few things you can do: Make diversity a part of your business culture. Determine your criteria before the interview. Have a diverse group of people interviewing. Post job opportunities in different places.
State specific benefits upfront. State these immediately. Include mental, physical and emotional health.
Make space for an enjoyable interview. An interview is a conversation, not an interrogation. It is important that in the conversation you stay compliant and do not ask certain personal questions. However, create an environment that is welcoming so you can gain information.
Adapt and adjust your roles. Are you asking for too much from one person? Can this position be divided into two? If you want the best from your employee, you don’t want to overwhelm them.
Make the application process easy. Do not have the standard lengthy application. Focus more on seeing the candidate in a variety of practical situations. Examples are their written capabilities in emails, sense of urgency, how clear they are about the position and career path, etc.
Keep track of data, past and present. Where are your applicants coming from? Reach out to warm leads, existing employees that might be furloughed, and candidates that have applied in the past if they fit what you are looking for.
In my experience, it is best to look at the details. As I have interviewed thousands of candidates, I have learned that it is important to NOT let your need to fill a position blind you in selecting a candidate mostly importantly. It is also important not to ignore the red flags. Most flags are not loud such as arriving late to an interview or speaking negatively about a previous company. The flags whisper. When you email the candidate how long does it take the individual to reply? How is their email written communication such as grammar and content? Do you ask the individual a question in multiple ways and how is the response? Be sure to look at the small details as we don't trip over mountains typically a small rock.
If you need help with any of the above strategies to get the best talent now for your company, book a complimentary session with me here.
