Why it’s worth hiring who you need

Many companies outline a detailed job specification based on what the role entailed in the past. They’ll look at the skills and expertise the previous person had and look to replace that with a new candidate. The problem is that it’s rare to find a carbon copy. Each person has their own unique skills that they apply based on their personal knowledge and working experience. Plus going for the same candidate profile may not be an accurate reflection of what the company really needs.

This is why it’s helpful to take a deeper look into how the role is defined, before the hiring process starts.

Reflect before moving forward

If a company is struggling to make progress in terms of improving project efficiency or margins, then doing more of the same, or employing someone at the same level is unlikely to improve the situation. Look at what needs to change, and what skills are needed to make that happen. Keeping in mind a fresh perspective often has the most impact.

Why did the person leave?

It could be that the previous person left because they were frustrated or overwhelmed by expectations that were beyond what they were able to achieve. Perhaps they weren’t able to implement ideas or make decisions because there was so much red tape to get through. Understanding why a person left can provide insight on what needs to change internally if a company wants to hire top people and retain them.

Budget vs reality

Often the key factor preventing companies from acquiring the talent they need is budget. Companies feel that they cannot afford to pay more because their margins are so tight. But it’s a job seekers market, which means that to attract top candidates, companies need to be willing to pay for the right expertise. There’s a strong disconnect between the salaries on offer and candidate expectations. Until those two re-align companies will struggle to find candidates with the right level of expertise they need.

As long as companies view salaries as a cost centre rather human resources as an asset, they’ll always struggle to find the right people. It’s not spreadsheets and systems that make a company successful. It’s strong leadership, industry knowledge, and ability to identify what needs to change, that make an impact on the bottom line. If that is what your company needs, then you need to make adjustments to your hiring process. ?