3. Don’t exclude people with special needs
Another way to find the best talent in the industry is to take into account all of the employee types out there, and not just limit yourself to traditional applicants. Workplace diversity is the key phrase you’re looking for here and it can help you grow the company in the long run in a myriad of ways. Not only will leading a diversified workforce help build a positive company culture, but it will also allow you to attract the best professionals in your industry.
For instance, employers frequently overlook people with disabilities, when in reality these individuals might just be the ideal workers you’re looking for. People with special needs often reach out to professional disability employment agencies with experience in this area who will train them for specific job roles and help them get in touch with employers like yourself. This out-of-the-box hiring method is a great way to build your brand’s reputation, find top talent in the field, and uphold individual rights.
4. Use the one-question interview to your advantage
There are numerous ways to interview an employee and to review their resume, and the method you choose will depend on the job position in question and the tasks and duties it entails. For higher-level positions, for instance, traditional interviewing might fail to yield the desired results or give you a concrete indication of whether or not the candidate is right for the job.
This is simply because upper management requires a complex skill set, and a unique experience and knowledge base very few people manage to obtain over the years. To differentiate the ones that possess these traits from those who are not best suited for the role, try using the one-question method.
In essence, this means asking the candidate to describe their major achievements in great detail. Sit back and let them talk, listen carefully to how they tell their story, write down notes and follow-up questions, and observe their body language with a keen eye. When they’re finished, you can move on to supplementary behavioral questions to find out exactly how they managed to accomplish each task.
5. Have a long-term goal for the employee
Lastly, keep in mind that in order to attract the best of the best, you should have more in store for them than just a fat paycheck at the end of each month. Money is not as strong a motivator as it used to be, and you should have a comprehensive growth strategy in place that will help the employee grow, expand their horizons, and enrich their professional life under the guidance of your brand. Set clear long-term goals, and seek out those with the willingness to achieve them.
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