Better People Faster

Fall 2002

Businesses need to be fast moving and agile especially when it comes to their hiring and recruiting practices. Your company’s survival depends on landing the ultimate resource – competitive personnel. Here’s how to hire better people faster:

  • Delete the “white space”. White spaces are delays in your hiring process that waste time and virtually assure you’ll lose talented candidates. Eliminate any unnecessary screening and interviewing steps. Shorten the selection process and don’t procrastinate on making an offer. Remember to close the deal while interest is high.
  • Define the perfect candidate. More than 25% of organizations don’t know what they’re looking for in a candidate before they begin searching. A sound hiring system includes an outline of required competencies i.e. skills, motivations, behaviors, etc. for the job at hand. Unless you define these competencies, it’s easy to make poor hiring decisions.
  • Decide what sets your company apart and market it. Recruiting becomes a snap when your company is known as THE place to work. Identify the reasons why a star player would choose to work at your firm and then aggressively spread the word.
  • Use a variety of recruiting sources. Savvy organizations use a number of effective recruiting methods, including in-house recruiters, professional search firms, employee referral programs, networking and advertising. However, Internet recruiting is on the decline. Employers are no longer finding top talent in the traffic jam of resumes posted on Internet job boards.
  • Select for “can do” and “will do”. Most CEO’s say they would hire for attitude and enthusiasm before skill set. This requires finding the candidate’s “motivational fit” up front. Determine what motivational factors are present in the job and culture and at the same time assess what the candidate wants in an ideal work environment and job. Comparing the two profiles will help to avoid mismatches.
  • Hire an all-around athlete; the game can and will change. Structures are fluid and jobs change constantly. Hire candidates who have a strong desire to learn, are flexible and have a wide range of experiences.
  • Empower your recruiters and hiring managers. To win the talent war, your hiring staff needs to be armed. Offer them the latest training courses and technology. Allow them to take risks and make decisions.