Slowly, ever so slowly, the realisation is surfacing amongst some businesses that hiring with fit in mind – character, attributes, behaviours that fit the overall culture of the organisation – is paramount in ensuring not only a successful hire, but a solidly engaged employee from day one.
Yet, other businesses still fall for a panic-induced hire – overlooking the fit of a candidate for a role and instead opting for an immediate hit of skills to suffice an immediate need, without realising (or caring about) the longer-term issues that could arise. It’s like a craving for chocolate – the immediate hit of yumminess is bliss…yet the later effects of calories, weight or sugar, doesn’t enter the equation when the craving hits.
So within this, we have an impasse: on one hand, the realisation of the importance of fit is there, but there is still the overriding sense of panic and the quick fix that comes as a result of it.
So how do we do it? How, amongst the panic and stress of a vacant seat in the office or station on the floor, do we put care into the hiring process and incorporate fit into candidate requirements?
It’s not easy.
However, put these ideas in place, and it will be a lot easier (and far more successful):
1. Know Your Culture
Do you know what makes your team click? Have you properly defined how your employees are engaged? Do you know the importance of an engaged workplace? What are the behaviours, traits or characteristics that make your team cohesive? If you can’t answer these, you are not going to be able to hire against it. Not at all.
2. Time is Key
Seemingly the antithesis of panic, the fact that time creates great outcomes should not be discounted. Give yourself time to plan, source and select with care. Whilst the sense of overriding pressure to find someone will be very strong, the importance of getting it right first time cannot be undervalued.
Remember this – get it wrong, you will be doing it again…and again. The costs just in that repetitive process will be high, even before time drains will kick in
3. Plan Plan Plan
Along with allowing time to hire right comes the need to plan accordingly and to do so even before a hiring need arises. A good decision is based on proper accumulation of information about a candidate to qualify this decision. This information will only be properly attained by ensuring all step of a hiring process are carried through properly, and these steps are part of an overall hiring plan. The plan should be an integral part of the overall business plan, ready to be referred to the moment the needs arise.
4. Source Candidates Before You Need Them
Planning also caters to the times when a need to fill a role is not immediate. Using the time to identify potential candidates that may be either in the market and identifiable via social media or internal referral systems. Just like recruitment agencies have databases of potential candidates, so too can employers do the same to ensure there is a ready-made stream of candidates there who are possible ready to go when the new hiring need drops on them.
5. Get the Basics Right
The secret to any good hire is making sure the basics are covered. If you find yourself in an unplanned hiring process, at the very least get these essential points covered:
- Define the role: what is the role that is to be filled, how it fits into the overall business and growth plans and it’s function
- Define the Person: the skills needed and what behaviours / characteristics / cultural elements must be there. Model on a top employee if stuck
- Define the Strategy: how you will find that person to fill the role
6. Don’t PANIC!
Yes I know it’s hard, but if you find that this gap in your workforce is giving you nightmares, step back. You are going to make a very bad hire if you go in there without a clear head and open eyes. It is simply not going to work. Think of how this is going to affect your business if you get it horribly wrong. Quality is driven by care and attention…not by panic.