Hiring Tips

???? Hire infected and obsessed people- high on the company mission, values and their contribution to your entity. 

???? Hire better than yourself. To make an A team, you need experts and not your little minions- this is not a Despicable Me sequel- we love and cherish the minions but the work place is not where they belong. A players hire A+ players!

??? Do not ignore any red flags you note down on candidates. That is why they are red flags. A candidate who displays a sense of entitlement for instance asking to be paid before presenting an interview case study should be disqualified from the race early enough. 

???? Double check your intuition through a scientific approach to hiring. It is no longer a game of I feel like this one is a great hire.

?? If you do not have a documented hiring process, consider having one and if one exists then endevour to follow it to the letter. Let all concerned with hiring be aligned to the entire process. If you have a flawed job profile for instance, you are going to make wrong hires. 

???? Hire more slowly, only 10% will be top performers and usually most of these will already be engaged to another organization, whipping up magic! This does not mean delaying the hiring turn around time. Stick to the policy timelines but do not feel rushed to dish out offers when you are not satisfied with the pool of candidates.

???? Always refresh your pool of candidates for each new hire. Databases were good for the 19th century but in this new age, you need all the freshness and potential a new pool can present. 

???? Look out for high trajectory candidates- does not necessarily mean that one who has worked for a company for only 2 years is not a loyal employee. Some great performers are just that. They will rise to management within no time and be out as soon as their mission is accomplished. Reference checks could help put this to rest. 

???? These are not the days to hire candidates who will stay in your organization for 10 years- so remove this obsolete question from your interview questions library- where do you see yourself in the next 5- 10 years??? Focus more on their contribution and value to your entity within the time they will spend with you. I am not advocating for hit and run kind of candidates. But more for those who are productive and add to your profitability- do not claim ownership of great talent. Yours will be to ensure that they are retained and fulfilled in their careers once they join you.

???? Have an enriched pipeline for future hires. Let your manpower plans be aligned to your pipeline commitment. 

??Your employer brand is critical in the hiring process. You need to be seen, heard and above all be trusted. Be loyal to your values that need to be reflected throughout your hiring process. You cannot talk of integrity when you are not transparent with your process to all the candidates including those not selected. Live your corporate values at all touch points of your internal and external customers' interaction.

????Market your employer brand, represent in career fairs and social media. Meet the professionals where they are e.g. On LinkedIn and other platforms. 

??????Use your existing employees as your brand ambassadors. Start an employee referral program- can be monetized or loyalty points based, whichever is your policy around reward process. Great performers know of others outside your organization that they can attract more easily than via any other platform. We all love a great recommendation.

?????? If your goal is to be an equal opportunity employer, regularly update your compensation structure- using fair salary bench marking initiatives that are in line with your compensation philosophy. If a salary band requires a certain level of education and experience for example, do not compromise on this as it destabilizes the structure which is the guideline. Otherwise let all entities maintain a competitive reward and recognition system to attract top talent.

????If you need a hiring process revamp for your organization, look no further. I am here for all your HR and Talent Consultancy needs.

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