12 Hiring Principles to Secure the Best Talent

12 Hiring Principles to Secure the Best Talent

The hiring process is an integral part of any business plan, allowing you to secure the best talent rather than your competitors, but do you use these 12 principles?

Making good hires can either make or break a business. Ensuring your company has an efficient and cost-effective process for bringing new talent into the organization is at the core of any successful business model. But recruitment is full of challenges that can be difficult to overcome and it can soon become overcomplicated.

These 12 principles will help you secure the best talent, while ensuring your hiring process remains as streamlined as possible:

1. Kill a stupid rule

It's all too easy to overcomplicate hiring so make sure every stage and process you go through is completely necessary and valuable to the long-term goal. A good way to do this is to have regular 'kill a stupid rule' sessions, where everyone on the team suggests something to get rid of. This can be anything from using third-party websites to holding interview open days, but as long as they can give a good reason, it gets considered.

2. Who knows best?

Often companies will rehash the same old job description for years but this isn't a productive way of hiring the best talent. Talk to the professionals who will be working most closely with the new hire and find out what they need from someone in this role. This will help you develop a job description that fits the reality of what your business needs.

3. Be attractive

If you're looking for the best talent in your area, you need to be sure your advertisement stands out. This means it needs to look good, be concise, and appeal to the specific set of people you are looking for.

4. Put your values first. Always.

Finding a candidate who is a cultural fit for your organization is far more important - and valuable - than the most impressive qualifications. You'll likely want to train them to some degree anyway, so focusing your recruitment approach around your company values is more likely to find you a suitable candidate than basing decisions on experience or qualifications.

5. One interview is never enough

Interviews with different stages allow you to see candidates in different environments and on different days, meaning you are much more likely to get an accurate idea of the type of person and professional they are. You can also use these different stages to have them interact with people from all over the company. From professionals who will be on their team to those from other departments, you need any new candidate to be able to communicate with a variety of people, not just the recruitment panel.

6. Hire for the future

When putting together your hiring criteria, it's essential that you think about where your company will be in the near future. The best talent are those people who will grow alongside your organization, adapting to new challenges that come their way. Of course, you need someone who can meet the immediate day-to-day demands but identifying those candidates who will be react to change in the future may help filter your list of prospective employees.

7. Diversity is worth its weight in gold

The advantages of having a diverse workforce have been well publicized but if you want to achieve these, you need to think about the way you are recruiting. There are various ways professionals can unconsciously be biased towards certain candidates over others. Identifying ways to counteract this, such as having a more diverse recruitment panel, will help your hiring process be more successful.

8. Ignore your gut

Research has shown that the snap impressions we make of people are usually based on existing unconscious biases and beliefs. You then, without realizing it, start looking for evidence to compound your assumptions, neglecting any positive or negative attributes the candidate may have. This confirmation bias can lead to major problems with hiring and present a massive problem for companies wanting to have a more diverse workforce.

9. Integrity can't be bought...or taught

Of all the characteristics you are looking for in candidates, integrity should be at the top of the list. Most things you can either teach someone or find a way to compensate for their flaw but integrity isn't one of them. If you can't trust the people you're hiring then you really shouldn't be hiring them. Although this can be a difficult thing to ascertain during the interview process, asking them to talk about their recent work experience and values can help to highlight any red flags.

10. Will they stay?

Does their CV suggest they're only here for the pay increase or will move on in a couple of years? Finding candidates who will be committed to your organization for the long term will help you recruit more valuable talent. This, when tied into whether they share your values, will allow you to find candidates that will be an asset to your company.

11. Will you satisfy them?

Part of understanding whether an employee will stay with your company is knowing whether or not you can satisfy their ambition. How do they want to grow? Where do they see themselves in five years’ time? What are their goals? If the answers to these seem unrealistic for the resources your company can offer, it may be wise to choose another candidate.

A highly skilled and ambitious professional will be incredibly valuable to your company but only if you can meet their expectations as an employer. If you can't, you'll just be looking for another new hire in a few months' time.

12. Get different opinions

Because you may have made assumptions about candidates or just 'got a bad feeling' about someone, it's a wise idea to have other people look over the information you have about them. Having someone who is removed from the recruitment process be objective about candidates and ask for clarification on concerns or objections can help you find the best talent for your company.

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