It’s easy to lose sight of the big picture when you’re hiring a lot of new people. Often you have to fill positions quickly, and you need to find the absolute best fit for the role - and your company. You’ll want to keep these things in mind when bringing new people into your organization:
You need to know who you’re looking for before you start looking for them. Make sure you’ve created a detailed job description with goals and competencies so you can evaluate everyone objectively and pick the right people.
Focus on hiring people who are a good fit with your company’s unique culture, and who’ll gel with the rest of your team. Are you all about collaboration, creating magical experiences or surprising your customers? Genuinely understanding, continuously reinforcing and clearly communicating your culture will help you attract the right candidates.
It costs a lot to hire people, so don’t rush it. You might need someone RIGHT NOW, but consistently hiring people who don’t fit will only result in disengagement and increased turnover. Then you’ll just have to hire more people, for more money.
At some stage you’ll probably encounter someone who looks perfect on paper, but who just doesn’t give off a good vibe in person. Sure, ticking the skills and experience boxes is important, but a positive attitude and a willingness to learn (and cultural fit!) are critical. After all, skills can be taught.
If you hire people who are smarter than you are, and they hire people smarter than they are, pretty soon you’ve got one smart looking business. To drive your company forward, hire people who play to their strengths, who are skilled at getting the best from others, who consistently deliver above expectations and who challenge the status quo. Nobody ever got ahead by standing still!
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Engage your workers through Employee Value Proposition (EVP)
Elevate your workforce's potential and drive organizational success with new research from Brandon Hall Group. Read this report to understand the importance of employee value proposition (EVP) in attracting, engaging, and retaining top talent, while also emphasizing the need for effective talent development strategies.
Tap into your team’s development by enabling their career
In today's job market, one roadblock organizations often deal with when trying to hold on to employees is a concept called “talent hoarding.” Talent hoarding occurs when a manager holds tightly to an employee because they view that person as an essential asset to their team. Losing this person would likely create a hole in the department that the manager may consider challenging or inconvenient to fill.
Why Leadership Development is Critical in Higher Ed
Founded over 150 years ago, Davenport University is based in Michigan. It is home to 7,000 students spread across ten campuses throughout the state, including a significant online presence as part of its global campus. Davenport’s Office of Performance Excellence currently has just six employees serving over 600 full- or part-time faculty and staff, plus 600 adjunct faculty.