Recruiting can be time consuming and frustrating, but it is a necessary part of growing and bettering a company. You want to recruit the top talent in the field, and the key to doing so is investing some time in your company culture and recruitment strategies.
Company culture as the base point for recruiting top talent
The process of making your company attractive to top talent begins with the company culture. You want to be a company that people strive to work for. Every employee should feel valued and well cared for. When your employees are happy, they will be more productive. Beyond that, your company will stand out as a prime place of employment because everyone will know that your employees are respected and rewarded for their efforts.
As an executive, set the standard you expect your employees to meet. When your employees feel that their work is valued and respected, they will work hard to meet your expectations. Potential employees will see your leadership and want to work for you because they respect you and your business model.
Interviewing and Hiring
Stay involved in the hiring process. You want to make sure that the potential employee will fit with the culture you have created within the company. Keep in mind that emotional intelligence is just as important, if not more so, than a high IQ score. Of course you want your employees to be qualified to work for you. You also want them to fit in to the company culture and contribute to the great work already being done.
Ask the right questions
You already know the candidate meets your standard qualifications. Otherwise you wouldn’t be interviewing him/her. Open-ended questions offer the most information about a candidate, including his/her ability to think clearly on his/her feet. Some examples include:
- How do you make decision? This question will give you some insight into the candidate’s thought process. Is s/he impulsive? Or does s/he tend to over analyze and over-think situations? Will his/her decision making process work well within the company?
- Show me how you would …? This question gives the candidate a chance to see him/her in action. A simple task like answering the phone or selling a product will give you some insight into how s/he will appear to any potential customers.
- How did you research our company? This question is great because it tells you how serious the candidate is as well as how research savvy s/he is.
- What is your greatest fear about this position? This is a more specific take on the old stand-by, tell me your weaknesses. By specifying what the candidate fears about this particular position, you can identify what his/her main weakness is that pertains to the company and position in question. You can also weed out candidates who aren’t serious because they will simply respond that they have no fears.
- What have your former bosses been like? This question will give you insight into how the candidate approaches authority. A long expository on the candidate’s last 5 horrible bosses should be a red flag, indicating that the candidate has some issues dealing with authority figures.
Hiring top talent takes a lot of time and thoughtful consideration, and it begins with what you are already doing within the company. When you are a leading company that people want to work for, you will be able to pick from a large pool of talented individuals. Asking the right questions will help you narrow down your search, and in the end you will be able to pick the best candidate for the position so that you can continue leading your company in the right direction.