What are the key factors to consider when hiring new team members?

As a hiring manager , I would look for fit to the team and organisation along with skills. If the candidate is a 70% match to the role and fits well within the culture then they're a better choice than someone who's a 100% match to the role but doesn't fit well into the comopany culture.

In my tech staffing career, I hired over 600 entry-level through C-level techies including developers, analysts, and managers. As a staffing professional, I've placed over 1,000 consultants. (BTW, I'm old!) My objectives were the consistency of hiring for personality, communication skills (written and spoken), problem-solving skills, and GPA for the last year of school. In addition, every new hire had a 90-day review and a mentor to ask questions and get direction, if needed. By enforcing specific hiring principles, and singular HR responsibility, that is, one person with the responsibility for staffing, a 2 - 3% turnover was realized. For contractor staffing today, I don't have the same capabilities and rely on "keyword" searches.

Defining needs should go beyond the manager or HR off-the-shelf JDs. What work needs to be done, what are the skills needed, and what does good look like? What are the skills, habits, and traits that individuals who consistently excel in the role possess? We also need to carefully think about what we mean by "fit" into the existing team and culture. If we're trying to build inclusive work cultures we should be thinking about creating teams and environments where talent can be themselves in the context of work and not be required to fit in.

A strong description of the duties is critical. The HM should understand the "need" and the teams dynamic. The description is also a call to action so it needs to give a good explanation of the position, team, and company.

Fuel your mission: Recruit purpose-driven team members! No more checkbox resumes. Seek firebrands whose hearts echo our cause, turning limited resources into creativity catalysts. Collaboration is their song, harmonizing seamlessly. Sharpen your mission lens: Can they decode our sector's unique challenges? Speak the language of donors, volunteers, and communities? Engagement is a vibrant dance of shared passion. Seek cultural harmony: Find the spark resonating with our team's rhythm. Dedication fuels our engine. Their impact track record is gold in our kingdom. Choose wisely, ignite their passion, and watch your mission soar!

Relying on a variety of channels for recruitment helps ensure a broader pool of candidates. Instead of exclusively relying on traditional recruitment methods or specific networks, explore a mix of avenues such as online job boards, industry-specific forums, social media platforms, and networking events. Diversifying sources not only increases the chances of discovering qualified candidates with diverse backgrounds, skills, and perspectives but also promotes inclusivity and equity in the hiring process. It's important to tap into a range of resources to attract candidates from different demographics, experiences, and talent pools, fostering a more dynamic and innovative team.

I would like to add the points of hiring people such as ethnic minorities, people with disabilities and the neurodivergent. Quite often, we think about recurring them based on our perception of right jobs. In reality, it is about how to leverage these people since they may be able to demonstrate higher competence than others. What they need is support. We can leverage community and government supports to make their hiring possible.

Depends on the jobs at hand. I have a set of skills according to the job level and grade... and therefore I start by matching whether this job requires intellectual, behavioral or technical skills... but what matters most to me are behavioral skills, as they are always the mediator in all work... This is what matters to me on a professional level and what I prefer on a personal level: First: the experience and knowledge that the candidate has, regardless of the educational degree he has Secondly... the ability to learn quickly... All of the above constitute 80% of the main employment needs