Why do I already talk to my preteen boys about what is most important in finding a mate? I want them to decide what is most important to them before they are charmed by the first pretty girl who turns their head! (I’ll let you know in about 10 years how it works out!)
Before you ask yourself what my personal parenting mission has to do with an HR article in the top local business publication; let me say that hiring the best available talent is much the same. Employers who hire top talent view hiring as a methodical, logical process where the desired result is determined at the beginning, not the end, of the process.
How often do organizations hire for familiarity or convenience rather than hiring based on a predetermined set of criteria? Think about it: what are the chances that the best possible candidate for your position is the person who happened to walk in your door, befriend your neighbor, or run into you at the gym? Even if they are the best possible candidate, how would you know, if you don’t have objective criteria on which to evaluate them? As with so many things, the easy way isn’t necessarily the best.
What do purveyors of top talent know?
1.They determine the very specific critical skills needed for their organization today and tomorrow.
2. They develop a recruiting plan that specifically targets the market they need to tap. Where are these talented professionals eating, living, reading, hanging out? Does the firm have the resources and expertise to find them or should they enlist an outside expert?
3. Successful firms match their assessment process to the outcome they desire. Hint: an interview is one of the least predictive assessment “tools.”
4. They know that a skill match is only half of the formula. Common values or lack thereof will make or break the relationship.
5. They carefully assess the candidate’s track record. Past performance in a similar environment or role is a strong indicator (not a promise) of future success.
6.They understand the need to put their best foot forward. These organizations understand that the hiring process is a two way street —both parties are making a very important decision.
7.They understand the cost associated with the wrong hire. Estimates range from one to five times annual salary (including training time, lost productivity, service interruption, poor morale, legal risk, and more).
8.They are patient. Hiring the right person for a position can take time, especially in sectors where the demand for talent outweighs the supply.
9. They do not settle and sell themselves short. Many small firms recognize that they can compete successfully with the largest of employers. Startup or small companies often provide a refreshing and exciting environment and the ability to “make a difference” not often found in other places.
10. Once the decision is made, they nurture the relationship. Your organization and the newly hired employee will benefit from a deliberate onboarding process. Laurence Peter adapted the famous Lewis Carroll quote (from Alice in Wonderland) by saying, “If you don’t know where you are going, you will probably end up somewhere else.” Given today’s competitive market, your business cannot afford to end up anywhere else! Stop now and determine what is most important for your long term success before you risk being charmed by anyone other than your best possible match. (Boys, did you hear that?)
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I was just talking with my coworker about this the other day over lunch . Don’t know how we landed on the subject really, they brought it up. I do remember having a amazing chicken salad with sunflower seeds on it. I digress…
@Markus I get your drift on where you were going there. I often think of my past and use it as a means to analyze where I am and where I want to get to. Where I struggel is balancing it all out. How do you guys balance things out?
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