How to Hire Top Talent
Whether you need to hire the perfect Project Manager, Mobile Developer, or Social Media Manager, you know you need to hire top-notch talent. Companies lose millions each year as a direct result of hiring the wrong person. Harvard Business Review reports 80% of employee turnover is related to bad hiring.
According to Bradford Smart, a hiring guru, the estimated cost of a mis-hire can be between four times the annual salary of a supervisor up to 15 times the annual salary of executives. Moreover, a bad hire can negatively affect company morale. So it’s paramount to hire the best talent and best fit you can afford.
These three things can make sure you’re hiring the right talent, for the right role, at the right time.
Developing a good job description and understanding the responsibilities of the role are crucial to candidate selection. Communicate what your team’s expectations are and understand what an ideal cultural fit would be. If it’s practical, include as many direct coworkers in the process as you can. It will begin bonding existing employees to the new employee.
Company culture is the true heart of a company. Interactions between employees have a huge effect on productivity and outcomes for a company, so you’ll want to make sure a new hire fits into your existing company culture. If they need perks like ping-pong tables and VTO while you offer amazing insurance and company sponsored outings, you might need to look elsewhere. For more tips on interviewing for a good culture fit, check out this post.
Consider making use of personality assessments like the Meyers-Briggs Type Indicator® and Disc® before hiring and help your team work better together after a new hire by using Clifton’s Strengths Finder test.
Instead of asking straightforward resume based questions, make use of behavioral interview questions. Things like: Tell me about a time a project you worked on failed? Or explain how you overcame working with a difficult coworker.
Questions like these allow you to see if candidates possess certain qualities you believe they will need to succeed in the particular position you are interviewing for. Katharine Hansen, Ph.D. writes for QuintCareers.com:
“The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive.”
If making use of these suggestions seems like a lot, don’t panic. A creative staffing company (here’s a shameless plug for my company Artisan Talent) can do a lot for you. They can give you access to a large field of pre-vetted, capable, and experienced talent that are ready to hit the ground running. So don’t rule out using a staffing partner to help you hire.
Kevin Bugielski is the Marketing Manager for Victory Lap, a purpose-driven startup changing the sales game. Avid Snapchatter, SoulCycle lover, newfound runner, but ultimately, a foodie.