You may find some of the best people to hire are the people who stand out in a mix, if not most, of the areas below:
- Learning Mindset
- Soft Skills
- Their Reason To Stay
- Team Spirit
- Salary Expectations
- Culture Fit
Are you looking for someone in-house or coming from the outside?
Use the following framework to refine your recruitment strategy:
- Define your vision statement for the next 5 to 10 years.
- Extract the traits each of your team members needs to succeed further.
- Analyze your existing culture. Point out the best examples and recruits who may need additional training (or won’t be able to fit in).
- Break down individual traits per seniority or role. What makes a salesperson great may differ from the characteristics of a rock-solid engineer.
- Prepare behavioral questions for your interview process. They gauge specific traits in a creative manner.
- Filter the right applicants based on the updated recruitment cycle.
- Prepare clear onboarding processes with KPIs in mind.
- Schedule feedback sessions ahead of time. You want to aim for direct feedback to retain the best talent and dodge possible deviations from the culture.
- Always keep your culture safe and healthy
- Profit.
Here is the link to our Recruitment Guide to help you navigate recruitment and overcome the challenges that keep you from hiring the best people out there.
