3 Tips for Hiring and Managing Great New Talent
Good talent acquisition is one of the keys to successful business expansion. Without growing your team, it quickly becomes impossible to grow your business. Potential new employees have an enormous range of experience and personalities, and hiring the wrong person for the job happens regrettably often. The trick, then, is to not only just find enough people to join your team. You’ve got to find the right ones! How? There are some key strategies that go beyond the traditional resume-review and interview process, and which can help you pick the winners out of the crowd of applicants.
Hire for Culture Fit
There are few things that can be more disastrous for a team than a new hire who fits poorly with the company culture. It’s become more and more clear to executives and hiring managers that it’s essential to bring onboard people who are willing and able to work in the same way and with the same goals in mind as the rest of the company.
“We’re willing to give up short-term profits or revenue growth to make sure we have the best culture. In fact, after orientation we offer people $2,000 not to work at Zappos. The ones who stay are right for our culture.” — Tony Hsieh
You’ll want to ask potential hires some very basic questions about what they expect from their new workplace. Compare their answers with what actually happens within your company. Make sure that they’re on the same page regarding what they expect from leadership, what kind of scheduling they prefer, and work-life balance. Also ask them about their goals and ideal jobs, because if they can’t possibly achieve them with you, you shouldn’t expect them to stay very long.
Hold Tryouts
Another strategy is to give applicants a small taste of what you’ll expect of them. Different companies have different ways of doing this. Some offer a single, full-day experience, where qualified candidates work directly with the team that has the open position they’re applying for. Others extend this to a months-long trial period with the same pay regardless of position. Impress the person you report to, and they hire you for real. Individual projects or assignments can also be used for this purpose.
Strategies like these also allow candidates themselves to withdraw if they find they’re not a good fit after all. It allows both sides to make the best decisions at a minimal cost.
Get The Team Involved in Talent Acquisition
Don’t leave talent acquisition in the hands of only one person! The people who a candidate will actually be working with and for should have some input. Make sure that the various stakeholders have the chance to meet the candidate before a final decision is made.
At Boomsourcing, we help our clients scale up with minimal friction because we handle the talent acquisition process for them. We make sure that candidates fit well with both our own and our clients’ cultures. We also make sure that every candidate has a chance to prove their talent and experience. Contact us today to start scaling your team with the right people to help you grow!
