Don’t be in a hurry to hire someone because you are desperate and need a seat!
Finding the right person is a complex process of DESELECTION!
Recruitment is a lost art. It’s not just about hiring someone to do a job anymore. It’s so much more than that, if you want the person you hire to be successful, that is. People don’t want to just work in a job from 9-5 and pay their bills anymore, they want meaning, to add value and to grow and develop both personally and professionally in their chosen career. Likewise, businesses aren’t looking for just employees to fill a position, they are looking for people who believe in their businesses core purpose, their products and services and who will grow with their business.
Recruitment is also an expensive exercise, whether you do it yourself or you use an agent, you are investing time and money to get a new recruit to a point where they are ready to hit the ground running. With all that being said, how do you make the right decision on who you should hire?
It’s an art… You attract the talent to you, you don’t go looking for them…
There are a few ways you can attract the right people and ensure your investment is worth the time and money.
Get clear on your Core Purpose, your mission and values
Make sure you, your management team and your staff know why you are in business, what you are trying to achieve and the values of your business. Research shows that employees who are not aligned to these 3 things will not last in your business. Potential employees will be drawn to companies that share their values and create meaning for them
Design your brand and website and get out there
Make sure you have your branding designed, aligned to your purpose, mission and values. Get a great, modern website done and start marketing and getting your name out there. Great branding and websites aligned to you purpose, mission and values will evoke emotions and will attract the right people,
Map out your recruitment process
Get clear on how you recruit people into your business. Make it an experiential journey for them. It’s not just about an interview anymore, it’s about the candidate experiencing what it would be like to work for you and for you to experience what the candidate would be like as an employee.
By all means, have an interview, the first one is great to sus out who you want to invest time and money in and who isn’t a fit right away. Then have a few more, do some role plays, get them into the office for a day, or even a few hours where they can meet the team and see if they are a fit, and vice versa. Make sure they know the process upfront. If people know they are going into a fair process, that is the same for everyone, they are more likely to invest energy, time and effort into the process
Get them to do a personality assessment
A personality assessment is a great way to find out more about a person and if they naturally fit a particular role or not. It’s also great for developmental purposes, if you hire the person, as you are aware of areas they are both strong and weak in. It’s a great tool for the candidate too, they get to learn a bit more about themselves too!
Remember, recruiting is a costly exercise, both from your time and how much money you spend not only recruiting the person into your business, but then also getting them up to speed on the actual role in your business. Don’t be in a hurry to hire someone just because you are desperate and need a role filled, it will cost you more in the long term if you need to keep hiring every few months! People will be more inclined to apply for a position in your business if the track record is longer in the role, High turnover will scare potential candidates away.