[May 14, 2021] Getting the best talent is the top priority for organizations today because talent is scarce, and competition in the hiring landscape is daunting. If you fail to secure the best resources, your competitors will get them on board and leverage their skills and expertise to gain an advantage. Leaders within the organizations recommend going the extra mile with your recruitment processes if you don’t miss out on the top talent out there. Here are some worthy hiring lessons they have for organizations that want to fine-tune their hiring processes.
Look for people with leadership traits
Leaders prioritize skills, and leadership capability is the number one skill on their checklist. They suggest that you should focus on picking talented resources who bring a mix of technical skills and abilities to help the team. Choosing perfect fits gets your recruitment strategy on track because it ensures that you spend money on acquiring only the resources that bring value for your company in the long run.
Focus on agility
As the workplace is evolving rapidly, an agile hiring strategy is the best way to go. You must focus on the ever-changing needs and landscape as you bring in new team members. Don’t maintain hiring checklists because they will change every day. Rather, you must have a new list of requirements every time you have a requisition for a new resource. Follow it closely, close the position, and be ready for the next so that you have an agile system in place.
Retain the personal touch
Business leaders recommend that you must keep hiring personal, regardless of the technology solutions you have for screening, recruiting, and onboarding candidates. A personalized message sends across positive vibes to prospective employees, and they will come in with a happy mindset. There are good chances they will stay and give their best to your organization if they feel a personal connection with their hiring manager.
Prioritize flexibility
Since remote working is a new norm, your company may benefit by moving towards flexible hiring. Consider staff augmentation for roles like software development because you can get the best talent on a budget with this mindset. For example, you can opt for Software Outsourcing Latin America to work with your American team remotely. The system saves a fortune as you need not go through the conventional hiring process, and neither do you have to spend on hardware, training, healthcare, and other employee benefits. But you still have the best talent working for your company!
Build a strong talent network
Another helpful piece of advice from experts is to build a strong talent network that consolidates the foundation of your organization’s recruitment process. It is all about developing relationships with potential hires even before you have open positions for them. Use your existing employees to network with prospects through referrals. Consider investing in online communities because they make talent more accessible when you need it.
Brand your company
Employer branding isn’t exactly a hiring strategy, but corporate leaders consider it the key to talent acquisition. Branding your company as an ideal workplace can make it attractive to potential employees. It also boosts retention because existing employees have valid reasons to stay and give their best. Pay attention to employee engagement and work on marketing your company as a great employer.
Seasoned business leaders trust these tried-and-tested lessons to enhance recruitment processes for big and small companies. Implementing them isn’t going to take a lot of time and effort, but they can get you the best talent around.
Good article but here are some changes you need to make, so that it fits my blog and makes this a better overall article.
Focus on ‘leaders’ within the organization looking for talent with these listed characteristics … not HR. HR is not the organization, they are just a tool. Good organizations with good leaders are looking for talent with particular leadership traits and technical skills that fit their organization. Focus there and I will publish it soon.
Interesting. Much appreciated.
Thanks Ms Baker. Well done! Keep up your writing. I like the way you focus in on the main themes for hiring. Too many don’t look at hiring from a strategic viewpoint but from a narrow tactical side of hiring.
“Prioritize flexibility.” Now that is a good piece of advice. But your discussion focuses on flexibility in the hiring process where the hiring process should be looking for those who are flexible leaders. HR departments are tools. They are usually not great performers and often those working in HR depts are not the best employees, in my experience. Dump HR depts and setup group led teams that evaluate potential hires on the criteria you set up here.
Good point, HM. Emily’s article focuses on what hiring – as a process – should do. I agree mostly with her. I think that her focus should have been on those being hired but she has made some great points as well.
Yes, thanks RJ. Ms Emily has written several articles for Gen. Satterfield’s blog. That means he must like what she writes about, otherwise it would not be here. 😊
Good job, Ms. Baker. Thanks.