In order to ensure a company's success and growth, it's critical to hire the best people for every position available. However, it is not as straightforward as it sounds. Businesses compete not only for audience acquisition, but also for the scouting and employment of high-potential candidates in any market. Here are some pointers to help you strategy on how to hire the best people for your company. #ThinkWithNiche
Many businesses struggle to effectively discover, develop, and retain high-potential talent. Companies often confuse great performance with high potential, while others fail to handle the issue in an analytically sound manner, relying exclusively on managers' feelings or observations to determine who has future leadership potential. We are trying to put a spotlight on this critical issue through this blog. I hope it will be of great use to you.
Be Specific
When putting out a message about vacancies for a certain position, it is important to be clear about the kind of roles and responsibilities a candidate will be expected to take on. Being clear from the very start and laying it out on the table in a manner that people register fully what the requirements are is essential. It helps in narrowing down the pool of people who will be able to apply as the people who do not fit the requirements will not be applying. This makes a large part of talent acquisition simple as there are lesser applications to review.
Look Beyond
Yes, educational qualifications and experience are important and play a role in a person’s quality of work. However, this can not be the only factor of assessment. While the aforementioned aspects are crucial, the skills attached to having a certain educational background are what determines a candidate's work ethic and quality of work. To learn from their surroundings, pick up on changes, adapt, and apply those skills is the most important aspect of a candidate's profile. Hiring someone whose profile is better on paper but not in implementation is only a waste of the company’s financial resources since it does not add to the business’s growth.
Emotional Intelligence
A good way of testing a potential employee’s emotional intelligence is through the STARR model. This comprises- Situation, Task, Action, Result, and Reflection. These 5 skills in an employee determine how they would cope with high-stress situations and rigor. Keeping calm and not breaking down in situations where their work is needed the most is a key aspect of the employee’s capabilities and further scope of growth to higher positions. An interview would be a wonderful circumstance to evaluate them on this, as their demeanor, manner of answering, and overall conduct over oneself will speak volumes about their emotional intelligence.
Conclusion
All of these processes are easier said than done, and evaluating each candidate may be quite time-consuming for a company. If you consider every employee to be an investment, though, you'll need to hire them with extreme care and make a good investment.