Talent Matters recently caught up with Colin Enim and Jumoke Aleoke-Malachi, Head, Staffing Division and Senior Consultant respectively with Human Edge Limited.
We asked them what they are currently advising their clients to do in order to find the right talents in today’s hyper-competitive talent market. I think you’ll enjoy some of their insights. Over to you.
Finding the Right Talent by Colin Enim and Jumoke Aleoke-Malachi
Successful hiring is a two-sided process. You have to find the right talent and the right talent has to be interested in the working with your organization. Talented people almost always have options available to them. To ensure your organization is on the right pedestal, consider adapting the following strategies to attract talent:
- Treat your Employees Well: A good and enabling work environment will create a positive message about your company/organization in the community. Your organization will be a place where people want to work
- Promote your Company/Organization: If no one has ever heard about your company/organization, it will be difficult for your organization to attract the talented people you will need to grow and prosper
- Focus on Employee Retention: Lowering turnover will reduce your need to hire from outside which in turn should lower your costs considerably. In addition, give your employees the same courtesies and opportunities that you extend to customers and the public in general.
- Be Conscious of Timelines: Don’t lose employees’ to other employers because your organization acted too slowly. Act quickly.
- Show Enthusiasm: Always speak positively about your Company/Organization. During interviews, sell the candidate on yourself and your organization.
Now that your house is in order, let’s examine the hiring process.
Hiring the right employees for your organization is a challenging process. Hiring the wrong employee is expensive and time consuming. On the other hand, hiring the right employee enhances your work culture and pays your organization back a thousand times over in high employee morale. To achieve hiring the right employee the following steps are crucial:
1. Prepare a comprehensive job description before initiating the hiring – This will go a long way in determining the right specification for the job
2. Plan your employee recruiting strategy – An effective recruitment strategy will go a long way in reducing the duration of time used in identifying the candidate from respective organization and sectors.
3. Use a checklist for hiring an employee – A checklist will serve the purpose of ensuring that every potential candidate provides every necessary documentation relevant to the job he /she is applying for.
4. Recruit the right candidates when hiring an employee – Recruiting the right candidate goes beyond the paper qualifications and relative experience meant for the job but also addresses the issue regarding the candidates’ profile that has to be right for the organization and for the job itself.
5. Review credentials and applications carefully – The review of the candidates credentials becomes prime necessary due to the risk of forgery of credentials that is rampant in this day and age alongside the required experience level of the applicants for the job positions.
6. Prescreen your candidates – The pre-screening of candidates helps sieve out those that are not qualified by not meeting to requirements so the focus can be on those qualified that would be subjected to a rigorous interview process.
7. Ask the right job interview questions – Asking the right job interview questions will show great level of professionalism during the interview stages. This will help identify the right person that has met the required job specification
8. Check backgrounds and references when hiring an employee – This is considered a necessity while considering hiring. This would eventually check mate the risk of a potential miss hire or mischievous individual before hired or within the system
9. Pay Fairly: Poor compensation is a major reason a new employee may walk away early. For instance, someone who takes a job with your organization may get a better offer a few weeks later and decide to jump ship. The economy has evolved and many candidates are getting multiple offers. If your organization truly likes a candidate, then offer them fair market value.
10. Don’t neglect looking inside your organization when filling an open position. Employees are a great source of potential hires because a current employee is likely to give a realistic preview to a candidate and is less likely to refer someone who will not be a positive reflection of themselves.
Also consider promoting from within; proven employees who already know your company and fit in well with the culture are the easiest hires you’ll ever make.
11. Consider several approaches, such as giving candidates an assignment before the interview. For example, ask them to review your product or webpage and give you their comment. If the position for which you are hiring is especially key to your organization, make an effort to see the person in action. For example ask a shop foreman candidate to walk through your plant and comment on things he/she sees. Always give a five minute warning before closing an interview. People often say something important about themselves at the last minute.
In closing, put your house in order so you can attract the right candidate.