How to Hire the Right Talent
By Marsha Lindquist
probably think good talent is hard to find these days. You may even be
frustrated with and tired of the process you have to go through every
time you need to add help. Consider the typical scenario: You place a
classified ad in the newspaper advertising your open position, and you
receive a slew of resumes. Out of all those resumes, you only find a
few candidates you actually want to call in for an interview. Once you
conduct all the interviews, you’re not impressed with any of the
candidates, but you’re forced to make a decision because you need to
hire someone for the position right now, or so you think.
employers hire the wrong people for their organization because of the
perceived need to hire someone right away. As a result, they fall into
the same pattern they’ve always used to seek employees, and
they’re less than pleased with the results. But good talent does
exist; you just have to know how to find it. The key is to try a new
approach for locating top-notch talent. When you do, you’ll realize
that finding exactly who you are looking is actually quite simple. The
following tips will enable you to find the right talent so you can
make your organization a success.
Seasoned Employees: Many
organizations today employ young, inexperienced people who think and
act like they know it all. Having young, dynamic, and energetic people
within your organization is great, but you also need to have seasoned
individuals with the knowledge and skills you can only gain from years
of experience to mentor and teach the younger employees.
If you need to hire help, don’t automatically go for the
fresh out of college graduates with their multiple degrees. Instead,
think of what you can gain from hiring someone with years of
experience in the workforce. When you hire seasoned individuals,
it’s a win-win situation for everyone involved. The seasoned or
experienced people take great pride in being asked to help develop the
younger workers, and the younger workers can gain a great depth of
knowledge from these people with so much experience.
More Than One Job Category:
If you can’t seem to find the right talent, you may be
looking for the wrong type of employees. Most employers automatically
think they have to hire full-time permanent individuals. This is not
true, so you need to get out of that mindset. Re-evaluate the position
you’re hiring for. Is it really a permanent position? Do you really
have enough work to justify bringing someone on full-time? Or might
you be better off hiring part-time people, consultants, or a virtual
assistant? This is a major evaluation you need to make because it
could potentially save your company hundreds of thousands of dollars.
consider other job categories besides full-time permanent, you can
alleviate a financial burden for your company, and you may be able to
bring in more creative individuals. Thinking you can only hire
full-time permanent people limits your possibilities, and that may be
why you can’t seem to hire the right talent.
Don’t Rush: One major mistake employers make is
being in a hurry to fill an empty position. Slow down and analyze what
needs to be done and what type of person you are looking for to join
your organization. Really think of all of the possibilities. Can you
move people around within your organization? Do any employees have
crossover duties that you can combine into one position? Maybe
you’ll find that you can combine two jobs previously done by two
different people, thus freeing one of them up who would be absolutely
ideal for the position you are seeking to fill. When you slow down and
take the time to really evaluate what your organization needs, you may
realize that the solution is not hiring someone at all.
Different Demographic: When looking to fill a position, don’t
forget about retirees and senior citizens. You can find a lot of
talent from these people who don’t want to work a lot, but they have
incredible experience. This group is likely not seeking full-time
employment, so you may be able to hire them as part-time employees.
The experience they have and the knowledge they bring may be better
than hiring someone right out of college with a fabulous degree. They
have been in the workforce for many years and know how to work, and
they won’t need to be taught the subtle nuances of business.
Don’t Hire From a Piece of Paper: When you first
try to find somebody to fill a position, you probably have a wish list
in mind of exactly what skills and qualities you’re looking for. But
if you find someone with the right attitude, you will likely end up
getting a lot more than what you were looking for and you will be more
satisfied with your decision. So always base your hiring decision on
the person, not on what’s on his or her resume. Sure, you may have
to look for a little different skill set than what you originally
thought you wanted, but the important thing is to find the person who
will mix well with your current team. In the end, you will be better
off hiring the person with the right attitude and only part of the
skill set you were looking for rather than someone with the right
skill set and the wrong attitude. You can always train job functions,
but you can’t train somebody’s attitude.
Results: Before you hire someone, be sure you ask for and get
demonstrated results. You don’t want to interview someone and have
her just talk about what she has done in the past and the type of
results she attained. You want her to put her results in writing. You
want to find out what she did differently to make a difference in the
last organization she worked for.
example, if you’re hiring a salesperson, you want to know how he
increased sales at his last job by a certain percentage in a short
period of time. Don’t just ask for these demonstrated results.
Verify them as well. Find out if this candidate has done what you will
be asking of him in the past. This will give you a better indication
of whether he will be able to perform what you will be expecting.
Make the Right Decisions for Your Organization: You know that hiring
individuals for your organization is difficult. And hiring the right
talent is even more difficult. The truth is, it doesn’t have to be.
When you slow down, examine what you really need for your
organization, and approach the hiring process differently than you
have in the past, you may be surprised how easy it can be to find the
right talent. They are out there; you just have to know how to find
them. And when you do, your organization will benefit greatly from the
decisions you have made.
Read other articles and learn more
about Marsha Lindquist.
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