Hiring good people is at the very core of good business, yet many people in the position of hiring have little knowledge or guidance on how to even attract good people. So many managers rely on HR to push forward a few good resumes and then pick the best of the few. This method is merely a lottery followed by a very limited merit comparison. I say lottery because it may as well be. Chances are, the best applicant was submitted but for a variety of reasons never reviewed or noticed. But hiring doesn’t need to be what amounts to rolling dice in a game of craps. How do you position yourself to hire talent?
First, you need to attract talent. What is desirable about the position or company you are hiring for? Is it unique? If it is not unique, do you pay well? Do you promote a desirable work environment? Why should good people work for you? Genuinely good people tend to not be in a desperate position for work, so what makes you better? When you know this information, get the information out into the world.
Are you now wondering how to get this information out into the world?
Good!
To start, be involved in constructing the actual job posting. So many people leave this step in the hands of others, and it is a mistake. Don’t let HR advertise for “sales” with a generic description if you need someone very specific and specialized. Have an open conversation with your marketing group about where, when, and how the jobs are posted in the world. If you are hiring in a field where a specialized conference is offered, GREAT! Go attend the conference! Be engaged and make hiring a priority. Do what you need to do to expand your reach out into the world.
As you start to review job applications and interview, keep in mind what makes someone good for you. This includes the obvious necessary minimum credentials but also does this person fit into the work culture? Does this person fill another area you are in need of? Does this person have the ability to learn new skills and grow with the company? I once met a hiring manager who would only hire people with a PhD, and this alone caused them to miss out on numerous talented people. Beyond the real minimum requirements, keep an open mind. Experience and credentials are part of the picture, but a willingness to learn and adapt invites fresh perspectives. All industries eventually must adapt or perish so position yourself for growth.
Speaking of growth…if you are looking for entry-level, but you find the perfect person with mid-level experience, do what you need to do to change your plan. Don’t limit yourself if you can help it. Remember, every time you don’t hire that good person, you risk that person going to your competitor. Positioning yourself to be the best also means recruiting the best.
Need more help? Learn more about identifying talent Here.