3 Things You MUST Get Right to Attract Top Talent
Mike Harbour
Through the implementation of our Quit Losing Talent Framework, we help organizations add millions to their bottom line by developing their leaders and fostering company cultures that WIN, KEEP, and INSPIRE employees
When it comes to developing a culture that is mission-driven and retains employees at a high rate, it is essential that you are hiring top talent.
By top talent, I mean candidates that are not only qualified in skill set, but qualified in value set and are passionate about the mission of your organization.
Let’s look at 3 steps you NEED to take to ensure you are attracting and hiring the right people:
1. Defining the Mission of the Role: Going Beyond Tasks
When it comes to defining the mission of a role, it's not merely about listing out duties and responsibilities. It's about painting a vivid picture of the purpose and impact that the role holds within the organization. By communicating the broader significance of the role, we enable potential candidates to envision their contribution in shaping the organization's success story. Consider this - when a potential candidate understands how their role aligns with the company's overarching mission, they're not just performing tasks; they're steering the organization towards its goals. Take inspiration from Chick-fil-A, a prime example of transcending the mere sale of chicken sandwiches. Their mission resonates beyond food sales, encompassing values that resonate with employees and customers alike. This approach creates a magnetic pull for top talent, drawing individuals who seek more than just a job; they crave purpose and impact.
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2. Defining Core Values: Setting Clear Expectations
Core values are the foundation of an organization's culture. They define not just what we stand for, but also the behaviors and expectations we uphold. By clearly articulating our core values, we set clear benchmarks for potential candidates, ensuring that they resonate with the ethos of our organization. Imagine a scenario where every member of the team embodies the core values, propelling the organization towards its vision with unwavering commitment. This is the power of aligning core values with recruitment. When candidates understand the values we uphold, they don't just apply for a job; they seek to be part of a like-minded community that shares their principles and beliefs.
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3. Developing Search Questions: Thorough Assessment for Lasting Fit
Crafting the right questions is pivotal in evaluating the suitability of candidates. I like to use the "SEARCH" acronym to provide clarity of standards, experience, attitude, results, competencies, and habits. By including questions that align with each element, we conduct a comprehensive assessment that goes beyond skill evaluation, to truly understand the candidate's fit within the role and the organization. This approach isn't just about finding candidates; it's about identifying individuals who seamlessly integrate into the fabric of our culture and contribute to our collective success.
In this week’s episode of the Lead Up Podcast , I go into further detail and share tactical tips on how you can start implementing immediately to attract top talent to your organization!
System Director - Pathology Services
8 个月To me this get’s to hiring toward a standard and structuring your recruitment and selection processes toward that standard. For instance, the interview questions must be behavioral-based to get an idea how a candidate fits with the organization’s mission and core values. I use a scoring grid with my questions. I also have a category called “gut feel” as part of that grid in the candidate assessment process. This has served me and my team well.
Hospital Operations Executive | Mentor | Team Builder
9 个月Agree 100% Mike!
Supporting and Celebrating Professional and Family Caregivers
9 个月My favorite interview question ever was as I applied to be a lean leader within a healthcare facility. My (soon to be) boss started out with, "Tell me how you would paint this room" and looking at your SEARCH acronym I can see a number of the qualities she was trying to evaluate within the question. I started to answer, then backed up and asked if I was painting for myself or someone else, fine tuned my answer and started working at an organization I felt wonderfully aligned with soon after.