“Hiring good people is hard. Hiring great people is brutally hard.” Jack Welch
Hiring great people is very difficult, however we have to make sure that we do all that is possible to make the process as streamlined and efficient as possible. Once you achieve that, it will be much simpler for you to identify the good from the bad and more importantly the good from the great. Outlined below is a framework to help you get started:
1. Company Frameworks: Before setting out to hire someone to be part of the team you need to analyze the current environment of your organization. How is your workplace structured? Next identify the personality traits of the people who succeed at your organization? Lastly map out how this new resource is going to be integrated into the current environment. To learn more on how to setup a framework please click here.
2. Job Descriptions: Using a framework we need to put down a structured format about the position, responsibilities, experience and educational background. Job descriptions are very important to make clear to the candidate what is expected of them. It also helps the company to put in place certain benchmarks to measure performance in the future. To learn more on writing a job description please click here.
3. Sourcing for talent: Once a job description is created we need to source for candidates who fit the role. Depending on the budget allocated to this, there are a variety of options available. What is important is to select the options intelligently to target the kind of talent you are looking for. If you are looking for highly specialized skill sets, public job boards may not be the most effective method as compared to say head hunting or industry related networking sessions. To learn more about some of the sources available please click here.
4. Interviews and Psychometrics: In my opinion use structured interviews whenever possible. Compared to traditional interviews they provide the interviewer a host of advantages from keeping control of the dialogue to providing an objective measure to benchmark every candidate against. If you can use psychometrics to evaluate personality types, you will get a better understanding of the candidates work place preferences. To learn more please click here.
5. Final Selection: Before you make a selection make sure you run some reference checks on the candidate you are about to hire. This provides additional insight into the candidate and may even be the deciding factor when the decision between two candidates is very close. To learn more about the steps for the final selection please click here.
This is a basic framework which should provide your organization with a more structured approach when wanting to recruit. Over time the framework will get refined to incorporate steps and stages which you consider may be necessary in the selection of talent in your organization. What is important is that you put a process into place for recruitment as it is the most critical factor in any organization. Who you hire in your firm is a clear reflection of the type of organization you are wanting to build. Make sure you send a signal which communicates those objectives.