4 strategies to recruit for the long-term good of your business
Many human capital management leaders see their role as one that’s all about meeting the needs of today. Their companies have certain roles that are open and certain skills they need right now, so they devote their time and energy almost exclusively to meeting the immediate demands placed on them. But, part of HCM should be a matter of meeting your company’s long-term needs too. How can you get the skills you need now, but also build an organization that’s well equipped to succeed over the next three, five or 10 years?
According to HCM Essentials, that process begins with making good hiring decisions. Brittany Presta, people and talent leader at Gild, told the news source that many employers struggle with this because they go into the process unprepared to tackle big questions about the long haul.
“Most interviewers have no idea what they’re doing,” Presta declared. “Most people who walk into the room to interview a new candidate don’t go in with a strategy. They likely haven’t been trained on what to ask or even what to look for. They end up missing out on a huge opportunity for insights that could make the difference between the right hire and the wrong one.”
So what can your company do better? How can you make smarter hiring decisions with both your short- and long-term needs in mind? The following are four strategies for making hires that will really benefit your business:
Do your recruiting homework
One key to recruiting great people is researching them thoroughly beforehand. Don’t just go into each interview cold, staring at a resume and trying to piece together a strategy on the fly – vet each candidate and get a deep understanding of what they’re capable of, both now and in the future.
Standardize the interview process
Have an established method of interviewing people in place. Make sure all necessary stakeholders are present and all aspects of your business are represented. If your interview only covers one particular part of your company and its needs, then you’ll only end up hiring for that part. Paint with a wider brush.
Look for versatility in skill sets
Is there a certain skill that your staff needs to add right away to make it through a difficult stretch? If so, then by all means hire for it, but also remember that your needs might change over the coming years. If you hire people who are versatile, they’ll be able to shift gears later and tackle other challenges your business might encounter.
Analyze the present and future
The recruiting process can be a long and winding one, involving lots of resumes, cover letters, interviews and follow-up conversations. As you analyze all of these elements, don’t just talk about them internally through the “here and now” lens. Talk at length about where your business is now, where it’s going and how you can hire for both. It might not be easy, but it’s worth it.