We know that diverse teams lead to better outcomes, and creating a diverse and inclusive workplace starts in the hiring process. As leaders, it’s important to post open roles and attend online and in-person networking events in communities that have ethnic, racial, and gender diversity.
Consider posting job opportunities at local colleges known for diverse student bodies or asking leaders at cultural groups in your community to share with their members.
Too often, hiring managers are swayed by a strong first impression from a candidate and fail to properly vet them. It’s human nature to gravitate towards people who are warm, friendly, and positive. But as leaders, it’s important to give each candidate due diligence.
Start by asking yourself — does this candidate have the right set of talents to succeed in this role? Consider using a predictive tool, like the Sales Talent Assessment, to identify an individual’s innate thoughts, feelings, and behaviors that will lead to success in the role.
Research shows that companies with high-performing cultures increased their revenue 4xs faster than their competitors — top talent in the market will want to be a part of that growth.
When hiring for an open role, be sure to discuss the company culture and how that will add value to the candidate’s future professional development. Not sure how to talk about culture? Start with sharing your reason for being at work — what gets you out of bed in the morning, and motivates you to put time and effort into everything that you do?
Strong teams have strong benches. Managers who make filling their talent bank part of their weekly (yes, weekly!) routine set their teams up for success both now and in the future. Waiting until there is an open position to start connecting with top talent can lead to rushed decisions and settling for whoever is available for the role, even if they are not the best fit.
Make a commitment to set aside one hour each week to focus solely on connecting with superstars in the field. This can take the form of email outreach, sending messages on LinkedIn, or attending local events with a stack of business cards to hand out.
Given that 58% of candidates are on the job market for less than two months, it’s important to move quickly once you’ve found the right person. Top talent is likely fielding more than one offer at a time which makes consistent, timely communication a critical part of the hiring process.
Work with your hiring committee to map out interview stages, timelines, and communication templates to ensure an efficient, speedy process.
As the saying goes, a little planning goes a long way, and that is certainly true in developing a strong recruiting strategy that brings the best in the business to your business.