In a recent conversation with a dear colleague of mine, Greg Taylor of Excelsior Search Partners, we somehow meander into a discussion about how many business partners and clients we have seen hire the person who is most like them and their organization rather than someone who can help to diversify their business or allow them to grow in a new direction for the future.
Even though there isn’t a magic formula because every company and department are different and hiring also depends on business climate, current infrastructure, etc… there is a science and an art to uncovering who might be the right fit for your business. I typically start the conversation and needs analysis with something similar to a SWOT both for the position and department/company to help uncover items outside of the standard job description. Through this process we determine the ideal candidate and how they will balance and sometimes counter balance the current corporate culture and the needs of the position. Hiring, no matter how many check sheets or metrics we can put in place, still is a personal decision and feelings and emotions must be acknowledged and addressed during the process.
Understanding the motivators behind why you are looking for specific characteristics to enhance your culture, avoid remaining stagnant or adding a fresh new perspective can be key to holding the course. It is easy to keep things status quo but to move from this you may be hit head on with negative feedback on candidates that don’t fit the typical mold, be mindful of people and their motivations. Even if it is in their sub-conscience, your current staff may be holding the company back based on their hiring feedback because seeing the big picture is not something that they are strong at.
A few key points to keep on your checks and balance sheet:
- Skills needed for the job
- Skills lacking in current area
- Skills needed for future growth
- Identify a good counter-balance within the organization as well as someone for this person to emulate
- Consider using Myers-Briggs or DISC on your current staff to benchmark and identify the profile of your ideal new hire
- Talk to your customers what type of person would benefit them (someone who has a strong personality and can challenge, someone available for travel/networking)
- Is corporate responsibility something important to your company, should this be a passion of your new hire?
- Need someone who can lead the charge on a certain initiative
- What is happening in your corporate culture right now?
- Lots of tenure and complacency
- Lack of tech savvy in your service based business
- Everyone leaves at 5
- Fun, Spirited, High Energy
- Inmates taking over the asylum
- Inefficiencies based on lack of adopting new solutions
- Innovative and constantly changing
Evaluate the above and use your findings to determine who you are truly looking to hire or avoid hiring
The expense of hiring and training is ever-increasing, take your time and evaluate your resources, your staff and your own motivations and needs as a company. Having a moderator or using your recruiting partner to help you stay the course is a good way to keep to the business at hand.