Top talent can transform a mediocre company into a rockstar company. The output from high performers can far eclipse that of average performers, producing results in less time, with fewer mistakes, more innovation, and potentially more sustainability for the company.
Attracting, recruiting, and retaining the right talent is key to keeping your business sustainable and innovative over the long haul. In this article, we’ll discuss things to keep in mind during each stage.
- Understand your company’s current and future needs. Doing this first will save you time and effort later. Most companies fail to anticipate what new and updated talent they need, especially as they grow. Remember, the talent it takes when you are a $1M revenue company is much different than what it takes to run a $10M revenue company. Note the competencies needed to do each position currently, as well as what will be needed as your company and industry evolves in the future.
- Identify what makes your company attractive. If your goal is to attract talent that can take your business to the next level, make sure you know the reasons your company will be compelling to them as well. In developing your own sales pitch, be sure to include your company’s vision for the next five years, how your company differs from competitors, whether this position is new, what the turnover rate is at the company, what the salary and incentives are for this position, and other questions that will help them make an informed decision.
- Decide how you’ll source candidates. Whether you use internet resources, networking events, or groups specializing in professional skills and interests (or a combination of all three), you’ve got lots of options in sourcing candidates. Don’t forget your key competitors are doing the same thing! Leverage what you learned in Step 2 to help make your job more compelling, especially online.
- Create a strategy for the interviewing and due diligence process. The hiring managers and executives in your company should be equipped with a thorough process that includes 1st, 2nd, and/or 3rd round interviews to vet and check the references and background of the most promising candidates. Smart companies are starting to hire for “soft skills” and train for hard skills, especially when the talent market is so tight. Said differently, an exec I respect uses the phrase “you can train skills, not character”. Consider using assessment tools (DISC, Competencies, etc.) to help provide quantitative data to your interview process.
- Make the offer. Extend your offer to the candidate, and go through any recruiter that may be involved.
- Nail the On-Boarding process!. Establishing an on-boarding process goes a long way to encourage the new employee’s assimilation into the company and success from the very beginning. A comprehensive process should provide orientation, learn about the organization practices and systems, set goals and provide feedback for both parties, and foster relationships. On-boarding is your opportunity to bring the new employee into your culture and set the stage for their satisfaction and retention.
Top talent can be hard to find, but taking your time with each of these steps can help you get closer to gaining employees who can take your company to the next level. If you need HR assistance, please don’t hesitate to contact the CTCS Group today at (770) 282-2304!
Chris Thomas, SHRM-SCP is the Principal Consultant with The CTCS Group in Canton, GA. The CTCS Group is focused on providing HR Leadership, Behavioral Assessments, and Consulting to help small businesses grow and thrive. You can subscribe to this blog or request a free consultation at www.thectcsgroup.com.
Disclaimer: The information and recommendations provided in this document should not be considered legal advice and should not substitute for legal advice where the facts and circumstances warrant. Recommendations are provided based on good faith assessment and interpretation of the available legal and regulatory resources.