Planning hiring is a standard part of business planning. But too often we just plug in a standard title and some $$ in the budget and think it is done.
Want to hire the best matches for your needs?
Want to hire people who will succeed and stay?
Top Tips for Smart Hiring
Tip 1. Develop a recruiting plan for new hires – and use it for replacements also. Include these parts for each potential position:
desired attributes, specific skills, attributes to avoid, possible demographics
potential sources of candidates
application and selection process
Commonly we focus on specific technical or professional skills we are seeking and we might add ‘soft skills’ like good communications or ability to maintain confidentiality. But you want to really focus on the ‘whole person’ you need. In defining desired attributes as well as specific skills, you help yourself focus on cultural fit – the attributes needed to succeed in your organization and the position.
You may also want to realize what attributes you want to avoid. “Don’t hire jerks” is a recent push. Many companies have tolerated jerks if they brought in revenue or were technically brilliant in a core field.
If you want to broaden the creativity of your group, plan for possible retirements, or know you are losing a key person; then you also may want to consider demographics. This is rarely a ‘must have’ but more usually a preference. You might want some maturity in one position and someone with a different industry background for another. I, of course, hope you will also consider hiring a veteran.
Tip 2. Consider potential sources of candidates.
Have your best people come from one or two specific sources?
Do you encourage employees to refer people for your open positions?
Are you working […]