7 Top Tips for Strategically Recruiting Superstars

Strategically Recruiting Superstars

Here are 7 top tips for strategically recruiting superstars; it’s the magic formula to hire and retain the very best people. So, start earning some return on your investment.

There’s a widely reported productivity crisis in the UK, so without a strong HR team behind you, how do you employ the right talent for your business?

1. Put your employees first and know your company culture

Researchers agree that the best way to hire and keep talented superstars is to create an unrivalled culture; a culture in which people are treated with respect and consideration at all times.

Start by defining what ‘good’ looks like for your business. Look at trend in staff behaviour and analyse the sort of people your top performers are. What do they have in common, what has their career journey been so far. Often surprising patterns emerge. On top of that explore the business culture, looking at leadership, structure, incentives, the company vision and values. All these items come together to form a company culture, where, as an employee, or face will fit or it won’t.

 

2. Add a human touch and maximise your best employees

Your company ethos should be part of the recruitment process. The employee experience starts from an outside perspective as a candidate applying to the company. Are they treated like a valued colleague from the outset? For example, does it take 10 minutes for candidates to find your career page, only to find out that the application process takes three hours to complete? After that, does the applicant ever hear back to confirm that the application has been received? Do they get proper feedback if they don’t get the job? Many of these things, can be addressed with automation software, but coupled with the human touch.

Maximize your best employees. Although you may not be able to fill every position in your company even if you have a strong corporate culture, researchers say that one sure way to maximize your best employees is to place them in positions of great influence.

 

3. Become more strategic and not reactive

Too often, employers deal with recruitment as a response to a crisis; somebody leaves the company and needs to be replaced in a hurry. However you need to start seeing your recruitment as an investment into your business that needs to be planned to provide the best possible return. Thinking about the future and all the possible “what ifs”, can put you in a stronger position. There isn’t any point in finding the right person for the job if that person does not want to work for you. Recruitment is about an organisation’s brand and how applicants relate to it – in a nutshell it is an activity, which requires the same approach as marketing.

 

4. Stay involved and use emotional intelligence.

Research indicates that one of the worst employment moves a small-business owner can make is disengaging from the hiring process. After all, it’s your culture, your company and your leadership-why allow someone else to make your hiring choices? And when you’re in the process of hiring a new employee, remember to carefully assess your applicants’ emotional intelligence (EI) along with their intellectual capability. Research shows that an IQ assessment doesn’t predict job success nearly as accurately when used alone as it does when combined with assessments of the cognitive and social abilities that comprise someone’s emotional intelligence. An EI evaluation offers a strong indication of how well an applicant may fit into your organization.

 

5. Cover all bases

Think about four distinct areas when considering whether someone is best fit for a role. These are experience, knowledge, skills and personality. The first two are clear, appear on the CV and are often easiest to focus on. The second two – skills and personality – are harder to judge, but are what makes the biggest impact on success. Ensure all four areas are covered during the selection process.

 

6. Know when to DIY or use an agency

The first step to staying sane and on top of your hiring goals is knowing when you can manage the recruiting process yourself and when you should seek help.

In an ideal world, you and your team would have all the tools, time and training to run flawless hiring processes on every search. In this world, whether for a lack of time, knowledge or reach, a majority of companies (52% as of 2011) say they aren’t equipped to attract and hire the calibre of people they want. The alternative is to use an agency, but they don’t come cheap and may not be a wise investment for a fast-moving organization with strapped resources.

 

7. Online isn’t everything

Don’t overestimate social media, unsurprisingly, millennials are more likely than any generation before to use social media to learn about organisations but less than a third actually trust the information they receive, so more traditional channels such as careers websites or, crucially, your current employees, can still be a decisive factor. Also, Millennials spend less than half as much time as other generations learning about organisations before deciding whether to apply. You don’t have to invest millions in advertising your company as a ‘great place to work’ – a consultative tone of ‘we thought an opportunity in this area would be of interest to you’ will work better in the long term.

 

Please contact us to see how we can help you with your recruitment process.