It’s never been more critical for companies to find good employees. If you want to stay competitive in this new environment, you need the best hires. It isn’t easy — there are many reasons why finding good employees can be challenging.
From an aging workforce to globalization to a lack of qualified applicants, the landscape has changed dramatically. We’ll show you how to navigate these challenges and beat your competition by identifying the right talent early.
Define Your Ideal Candidate
So, how can you find employees at scale? It’s one of the simplest things to do — you need to define your ideal candidate. Defining this first will ensure that you are not wasting time interviewing people who are not qualified for the job.
Many companies fail to identify their ideal candidate. They don’t understand what types of personality traits contribute to success in their organization. For example, if your company values punctuality, someone who perpetually late probably has no place working for you.
Many organizations think that anyone can work hard and learn these basic requirements. This is not the case — you need motivated people that want to grow and become productive members of your organization. Take some time to define what this means for your company before moving forward.
Examine Your Behavior
You won’t be able to understand how other people will act without first examining yourself. It’s not just about defining the traits you want in an ideal candidate. It’s also about understanding what aspects of your personality might inhibit someone from being a good fit within your team.
Hiring managers must come to terms with their own shortcomings. Be honest with yourself when considering if candidates have similar qualities. Ask yourself if they’re more likely to get along other personality types. You may find that you need to hire someone who can complement your weaknesses and help grow the company.
Look for Pattern Matches
What separates a good candidate from a bad one? Much of the success of finding good employees at scale revolves around patterns. Identifying these patterns early saves valuable time during the hiring process.
Patterns are more important than any list of qualifications or skills that candidates might have. Their computer science degree doesn’t matter if they don’t fit the success patterns for your organization.
For example, some organizations prioritize punctuality, while others care more about quality of work. It’s essential to identify which fits your company better before extending an offer.
You may not find the perfect pattern match on your first try, but don’t give up hope. If you have a decent pool of applicants, you will always have someone who fits into your patterns. It might be the first person you interview or even the last, but they will come along eventually.
Use Virtual Hiring Events
Another great way to find employees is hosting a virtual hiring event. It takes work, but it can save you a lot of time overall. It can help you avoid setting up individual interviews for dozens or even hundreds of candidates.
When hosting hiring events, make your job postings as enticing as possible so you don’t risk losing great applicants. First, make sure they understand precisely what this type of role entails and why someone would want it. Then offer a signing bonus or other benefits that will help set their minds at ease.
Another thing to know about virtual hiring events is that a sizable chunk of candidates aren’t prepared for them. Many people applying for jobs submit a resume and call it done. They often don’t bother to follow any process or understand the questions asked. It might be acceptable for smaller-scale positions. When you’re trying to hire employees at scale, it becomes necessary to weed out these people early.
Don’t Screen Out Too Soon
Once you have a good pool of candidates, narrow them into smaller groups based on common traits. When hiring new employees at scale, managers sometimes get anxious about finding the “perfect” candidate. They might become tempted to screen out candidates early for reasons that may not matter.
For example, many companies only hire those with college degrees because they consider it a make or break success indicator. While there may be some truth to this, it is not necessarily true for all companies or roles. It shouldn’t be the only requirement that determines whether you extend an offer.
Chances are you’ve had positive interactions with candidates who didn’t meet specific requirements at first. After getting to know them a bit, you might have discovered potential during subsequent interviews.
Always look for patterns early in the hiring process by identifying which traits make good employees at scale. Don’t make the mistake of thinking these traits will never change. For example, someone without a college degree might become a valuable member of your team. They just need to demonstrate they fit enough of your company success patterns.
Bring People in for a Trial Period
Another tip for finding good employees at scale is to bring them in on a trial basis. Instead of making an offer immediately after an initial interview and getting to know them, consider waiting a bit. Consider letting them work with your company for a while before deciding whether they would be a good fit.
It is also known as “try before you buy”. It allows you to get a better idea of what the person is like when working with others. This helps weed out bad hires who ultimately don’t deserve full-time employment at your organization.
Never Hire on a Whim
Many people have good intentions when interviewing potential candidates, but they might make hiring decisions based on a feeling. If an interviewer feels their interviewee didn’t perform well, this should be taken with a grain of salt. Don’t immediately assume this means the candidate would make a poor employee.
Sometimes it is hard for one party or another in an interview to fully convey what they want at first. This is why you might consider bringing someone in on a trial basis. It can help discover if there was more than meets the eye during the initial interaction.
The rule when looking for employees at scale is to always stay objective during the hiring process. Make decisions based on facts rather than feelings — people are allowed to fail during an interview. Give yourself time to evaluate whether some candidates might not interview well, but are solid performers in the role.
It is essential not to let the excitement over finding someone with potential overshadow your common sense. Take time to get to know candidates and allow them to integrate with your company before making any final decisions.
Employ Based on Skill, Not Title
Another tip for hiring good employees at scale is not allowing their previous position or title on their resume. This can help override how you evaluate whether they are suitable for the new role.
Titles can mean very different things depending on the industry one chooses to work in. It’s vital to put more weight on what they’ve explicitly done, rather than what they have listed on their resume.
Some managers make a mistake by hiring anyone who looks good because of their title. For example, a candidate who is a senior-level manager from a different industry. If their resume shows the skills and experience needed to succeed in your organization, they might be a good fit.
However, you shouldn’t hire just because the candidate had the word “manager” somewhere on their resume.
Hiring good employees at scale is not a simple task. When you’re wondering where to find employees, make a conscious effort to only let the right people into your organization. Give them a chance to prove themselves instead of jumping the gun due to anxiety or personal feelings. You’ll then find people that you can trust from day one.