Okay, so maybe the title is a bit misleading – we’re certainly not suggesting you hire someone you don’t like, merely suggesting that it really can be all too easy to hire someone you like and overlook the potential fit (or lack of) when it comes to skills, expertise, culture and values.
So, how do you avoid hiring someone that is a perfect team fit but not necessarily one who has the skills to help your organisation realise its growth plans?
1. Consider the diversity of your team
In this context diversity is as much about varying characteristics and backgrounds as it is about diversity in thinking. There’s a plethora of research that outlines the benefits a diverse workforce creates from improved productivity, ability to problem solve, pace of innovation and so much more so be sure to consider these aspects to diversify your team further.
2. Structure your recruitment process
Create a recruitment process that allows you to compare potential candidates as easily as possible across a variety of areas. Consider the following:
Structure the process
This is not meant to stifle valuable conversations but, provide you with a consistent benchmark and way to get a well-rounded view of your candidates, both in terms of experience, skills, track record, strengths and cultural fit.
Which are the key relationships for this role? Can you/should you involve them in the process for a meet and greet or follow-on interview?
Keep it slick!
There’s no point in adding stages to a process that aren’t necessary, make sure each stage adds value and that you have internal agreement on the turnaround time of each so that candidates’ expectations can be managed.
3. Consider psychometric testing
Interviews and practical exercises can only provide so much insight into a candidate. If you’re keen to get a good feel for the true fit with your existing team (such as leadership team and key stakeholders) then consider psychometric testing.
The output of testing such as this will dig into areas including key competencies, behaviours and motivators allowing you to see how they align with existing team members. In addition, it can also inform your onboarding and development plan for the individual, ensuring you continue to provide the best support and opportunities to allow them to thrive.
“Absolutely loved the tools that came alongside the process, where we were able to profile some of our leadership team and then profile candidates alongside that, to see how they would fit.”
Owen Richards, Founder and CEO, Air Marketing
4. Get it right – but don’t delay
We know it’s a candidate driven market and talented individuals have more choice than ever but, you need to balance the need to make a quick decision with making a good decision. If you’re recruiting, you’re recruiting for a reason, and you’ve committed to investing time and money into the process so take the time to make the right decision.
If you want to discuss your current processes or understand more about our approach to providing insightful people solutions, get in touch.