Whether you are hiring to construct a brand new team or adding to an existing group, your choices are critical. Hiring managers know that unless you do your homework, merely posting a want ad to find the “right” candidate’s resume is relegating your critical choices to random luck. The process of hiring should be a key priority in building the foundational core of your business infrastructure. Before you begin searching for the “right” candidate, you need to understand what makes a candidate “right” for the role.
Avoid the instant employee syndrome.
So how do you avoid hiring a “check the box” candidate? Begin by not relying exclusively on the “instant employee” syndrome. If your first and foremost screening tool is previous experience in the role, keep in mind you are hiring someone else’s training methods. Such new hires are likely to re-create their previous organizational model and may be slow to adapt to your organizational culture and quick to alienate existing team members.
Hire according to need.
Reassess your team’s needs and then create a posting to match. Recycling outdated descriptions may save time, but will likely fail to accomplish your end goal. Begin by taking stock of your current team including their strengths, and weaknesses. What abilities and characteristics will your new hire need in order to fill in the gaps of your present team?
Look for collaborative personalities.
When adding to a team, keep in mind that all members must honor collaboration. This means reinforcing behaviors that recognize and value the contribution of all team members and departments. Organizations which encourage such programs as mentoring and cross training can increase the level of collaboration by reducing internal competition. Collaboration not only solidifies team unity but can break down barriers between departments within an organization.
Aim for a track record of shared success.
Every successful team must contend with a human element of ego. In order for teams to function well, there must be the ability to share in roles of both leadership and workmanship. When workplace conflict arises, as it inevitably does, it is important to have a team willing and able to rise to the occasion and do what is necessary to get things done as well as those who genuinely share the glory of success.
Hiring with the entire team in mind can allow you to strategize your organizational resources by addressing existing needs. If you don’t lay a foundation with skills and abilities that are wide enough, you limit the extent to which your organization can grow.
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