For business leaders: How to get the best talent?
It ought to go without saying that people are the most valuable assets to any company or organization. Develop a great workforce, and a great business will follow suit. It has always been a challenge, though, for most human resource executives and business leaders to find the most effective way of finding the right people to work for their company. How exactly do you find the best talent and hire the best workers for your business?
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May 27, 2014
In order to attract top talent and retain your top talent your salaries need to be competitive. But there is also a need to be able to offer top notch benefits to your employees in order to attract, retain, maintain, develop and reward them. Through Insperity's PEO offering, we are able to offer Fortune 100 benefits and over 4400 different training programs. This process allows the smaller companies to be just as competitive as the larger companies in terms of giving great offers/packages to potential employees.
May 17, 2014
I sense that we have a group of smart professionals, so I'll just address three key characteristics that are often compromised:
1 - Humbleness; leaders with great egos and hidden agendas will only get as far as they can keep their hands on "things" and rarely earn the trust and support of subordinates. This has been proven in Fortune 500 and smaller companies alike.
2 - The "giving factor"; whereby leaders thirst to help others grow and succeed and acknowledge then accordingly. This not only will earn respect and desired performance from subordinates, but it will create an un-wavered loyalty in return.
3 - Energy; a sincere and contagious attitude that generates adrenalin within others. This creates an unmistakable drive in a culture while motivating others.
Again, there are many core competencies that make a great leader and unfortunately, studies continue to show that less than 5% of people in such roles are truly qualified to be level 5, top leaders.
May 7, 2014
The biggest mistake made today by business is looking toward a resume or any piece of paper to give you the true character of a person and let's face it, how well of an employee a person is, remains fully developed in their character. Instead of looking for credentials and accolades, let's look at if the person shows up for the interview on time and if they do not what is used to excuse. Let's see if the person is comfortable with answering many questions or do they get annoyed when you ask too many. Let's see if a person stays on topic and for how long or goes off subject way too quickly and can't seem to find their way back. These are just a few things that human resources people need to be gin training to look for instead of what is printed on a piece of paper or what they dress or look like. How many of you who feel as though they have made it, would honestly say that putting it all down on a piece of paper really does give the best picture of you?
May 7, 2014
Hi.! You could start by re-wording the question to 'what is the best type of talent I need for my business?'.
Some of your 'minimum criteria' might be characteristics many people don't want in their employees. Trying identifying where your existing employees are different from those around. That might help look at recruiting in a completely different way. It will also help you frame interview questions more appropriately to screen candidates. Good luck.!
May 7, 2014
I would start with making sure you have a company where the best talent wants to work. I have worked with people who say this and all their action point in a different direction. Take a look at how you treat your people, do you lay out expectations, do you show respect and ask for their opinions. Do you live your values each day?
Once that is done - promote it. Share you philosophy and find people who match your values. Do this first and then focus on skills.
You will attract like minded individuals if you are clear on who you are and what your company has to offer.
May 7, 2014
Hire slow and fire fast! The best approach to hire top talent is to use several sources (Referrals, Recruiters, Campus) but to focus on putting the effort into committing to the recruiting function. It is one thing to create amazing branding materials, purchase LinkedIn etc... but if the people that are the face of the company aren't dynamic and a gregarious extension of your business you will hire the best of what you can get.
May 7, 2014
Finding high-quality talent takes time and resources. You can embark on
a search yourself or you can align yourself with the right help by enlisting the services of
professional recruiters.
Why Should Someone Want to Work For Your Company?
It important that you develop your employer brand. The ability to differentiate yourself from others in your industry as an employer is critical to attracting
the best candidates. Recruiting professionals can help you craft an effective recruiting program, which should include:
An internal job posting program
A background check program
An employee referral program
A sourcing strategy
Precautions to Take When Recruiting
Even in the tightest of job markets, employers should exercise caution
when adding another employee to the ranks. A good employee can go
a long way toward increasing productivity, infusing new energy into
the company and possibly improving employee morale. The opposite is
also true if you hire the wrong person. While embarking on your search,
here are a few precautions to take when picking the best candidate.
1. Examine the job description.
If you plan to take on recruiting yourself, fine tuning the job description
prior to publication can help limit the number of unsuitable applicants.
Be specific about job requirements, such as skills and education, as
well as tasks associated with the position. Although you will
undoubtedly hear from some applicants who don’t offer any of the
stated qualifications, by clearly articulating the job description and
requirements, you can decrease the number of unqualified applicants
and reduce legwork.
2. Scrutinize resumes.
While some candidates’ resumes may merely attempt to present them in the best possible light, others result in outright fabrication.
A CareerBuilder.com survey of more than 3,100 hiring managers indicated that 49 percent encountered lies on a
candidate’s resume. However, only 8 percent of candidates admitted to stretching the truth on their resumes.
The survey found the top resume discrepancies to be:
Embellished responsibilities (38 percent)
Skill set (18 percent)
Dates of employment (12 percent)
Get down to the facts of a candidate’s resume by verifying education, employment, certifications and accolades. A
background screening service can help verify all those factors. Background screening can also verify salary information.
3. Analyze the interview.
There is no golden question when it comes to interviewing. Done well, however, a good job applicant interview should
mirror an engaging conversation. During the interview, you should gain insight into what candidates are looking for in a
career, their personality and whether they have the skills and qualifications to be successful.
Your questions should be tailored to fit your company’s
culture. Ask questions that gauge what type of environment
the candidate works best in and what type of manager he or
she works best with. Make sure to dig deep and ask follow-up
questions. Professional recruiters use tools such as behavior-
based interview questions that allow them to more effectively
learn about the candidate and determine if the person will
mesh with a client’s corporate culture.
4. Conduct pre-employment screenings.
Before extending an offer to a candidate, it’s important to
know who you’re hiring. Background checks and other pre-employment verifications can help you formulate a decision.
Some background check services can include drug screening, criminal history, driving records, credit checks (although
keep in mind that some states prohibit employers from obtaining credit checks unless certain requirements are met),
education verification, immigration status, cognitive testing and more. The benefits of knowing your candidates
thoroughly far outweigh the potential consequences of hiring the wrong person.
Academic degree (10 percent)
Companies worked for (7 percent)
Job title (5 percent)
Professional Recruiters
Professional recruiters can bring a lot to the table in terms
of helping you find the best candidate and taking much of
the burden of hiring off your hands. Sifting through the
applications and identifying potentially viable candidates
is a time-consuming process, and separating fact from
fiction in submitted resumes can also be an arduous task.
Recruiters have access to a key segment of the candidate
pool – passive candidates. These candidates are likely
already employed, but may not be 100 percent happy
in their current position and may be open to new career
possibilities. Contact with a recruiter can be the push they need to submit their resume. Passive candidates can
also be a valuable source for referrals. They may know the perfect person from their industry to fill the position.
Professional recruiters work with your company to find the person whose qualifications best suit the job
requirements. They also can help ascertain which candidate best fits your corporate culture.
Whether or not you use a recruiting service, hiring new staff can be a tricky process. Be sure to take the time to find
the candidates who possess the skills, training, education and personality your company really needs.
Finally, retention should be part of your recruiting strategy. Keeping the good people you have engaged with the right environment, tools, and compensation.
May 6, 2014
The first thing the Business leader should know as to what exactly he is looking for.
May 6, 2014
It's like the question of the chicken or the egg? In this case, in order to recruit great talent, you have to already have great talent in the organization that can coach, lead and nurture their direct reports to deliver stretch goals and objectives. If you focus on people leading that can develop others, the process becomes organic. People want to work for people that stretch and develop them into someone better than they started. As a former recruiter, manager and director of P&G, we placed a high level of importance and priority to developing people, the business will come.
May 6, 2014
Yes people are the most valuable assets to any company or organization. But one should realize that ‘one man’s meat may be other man’s poison’. Meaning a valuable asset for one company may not be a valuable asset for the other company and vice versa.
1) Understand the stage the company is in – Is it a start-up, a growth company or a huge multinational?
2) Decide what kind of skills we are looking for – An entrepreneurial / Technological / Process Orientation / Business orientation?
3) Make the company more attractive for the right skilled candidates – They should know that they can chase their passion, will be working with like minded people, will have opportunities for growth and will be able to operate with very little intervention from their Bosses.
4) Start shaping up the talent pool. It will take patience and determination on the part of the Leader / Founder / CEO of the organization to build a great work force.
5) Best talents will make the Company BEST and this would keep attracting other top talents from outside to join the company.
6) Go back to Step 1 and continue the process!
Cheers
Ronnie, I have to agree with you on the piece of paper providing an incomplete picture. There are character traits that you just can't capture on paper. In addition to what you've mentioned, I'd also add resiliency, innovative problem-solving, and sound decision-making. Those traits are teased out through discussion.