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Great Hires Are Better Than Frequent Fires: How Smart Recruiting Helps

Sponsored by: RocketReach

Hiring teams know just how hard it is to find candidates who hit the mark with both soft skills and technical skills.  Ideally, a new hire brings the majority of the hard skills required to do the job well. But soft skills are equally important, if not more important, depending on your company’s philosophy. In combination, hard and soft skills allow for a highly productive team and culturally rich environment.  So, how do you identify these powerhouse candidates? This is when smart recruiting tactics can make a strategic impact.

Why? Finding and placing high-performing candidates should be every HR professional’s primary goal. But if recruiting focuses more on an individual’s experience than their ability to enhance your culture or have the right attitude to learn, that hire could likely be a mismatch long term. How can you avoid this? To illustrate, let’s look closer at how we approach hiring at RocketReach

Smart Recruiting: Why Prioritize Soft Skills?

Of course, every job depends on a core technical or business skill set. However, we over-index on culture and behavioral skills because a candidate’s character matters, here. Well, not just here, but in all successful, people-first organizations.

A candidate with great skills requires less on-the-job training. But someone who’s a great cultural fit often possesses untrainable qualities that embody an organization’s values and vision. So it’s wise to get a read on each candidate’s potential to adapt to your culture and perform well with the team. 

What exactly is at stake? Well, according to a new SHRM report, over the past five years, 20% of Americans left a job because the company culture was bad. In fact, the cost of this turnover is estimated at more than $223 billion.

Here are several more findings to consider: 56% of Americans now say they feel less-than-fulfilled at work, while 26% say they dread going to work each day. In today’s talent market, finding an ideal candidate may not be easy. But hiring a strong candidate who also fits your company culture is arguably just as important (if not more so!) as hiring someone just because they have the desired level of experience.

How Smart Recruiting Leads to a Stronger Culture

Clearly, it’s important to build and sustain a people-first company culture. But how can smart recruiting help determine if a candidate is (or isn’t) a good “fit”?

1. Understand Your Work Culture

When considering your company’s culture, don’t just analyze intangible items like general employee vibes. Also include your leadership structure, core mission and vision, office environment, feedback and performance review processes, as well as overall interpersonal communication styles. These and other factors contribute to the relationships within your team and how the company is investing in its people. They also influence employee retention and how others perceive your organization.

Harvard Business Review agrees that a carefully crafted positive company culture helps develop workforce well-being. At this point, we all know how important culture is for working professionals. Every employee touchpoint, from onboarding to offboarding, influences how your organization’s culture affects your employees. As a result, people rank workplace well-being higher in importance than monetary compensation or material benefits. So, culture deserves to be top-of-mind with each new hire. 

2. Identify Characteristics That Map to Your Culture

Once you’ve clarified your company culture, let’s assume you want to sustain it. Using your analysis, you can identify the characteristics of current employees who are thriving. You can also compare and contrast those characteristics with previous employees who are better suited to a different culture. 

On the other hand, if you’d like to improve your culture, you can start identifying candidates whose soft skills align with your desired organizational direction.

For example, say your workforce is fully remote. This means collaboration is probably more challenging than in a traditional office environment. You may want to focus on candidates who demonstrate that they’re self-starters with a strong sense of resourcefulness, self-efficacy, and proactive ownership

Or, if your company’s mission and values emphasize diversity and inclusion, you may want to focus on candidates who are open-minded, adaptable, and have a curious approach to problem-solving. Try targeting candidates who seem resistant to change and more accepting of those with different backgrounds and ideas.

Of course, the idea of cultural alignment isn’t new. For example, a popular 2005 personnel study that is still cited today concluded that when employee characteristics align with company culture, their job satisfaction and performance are also stronger.

3. Interview With Alignment In Mind

After you understand the qualities a candidate needs to be successful in a given role, it’s time for interviews. Along with questions that evaluate hard skills, what are some questions you should ask to determine a candidate’s soft skills?

  1. What about our organization made you want to apply for this position?
    Pay attention to the enthusiasm and focus of each candidate’s answers. Did your benefits seem particularly attractive? Was it your company brand or careers page? Or was it the job description, itself? Do the candidate’s personal values align with your company’s? Each answer is a clue about the individual’s perspective, motivations and interests. This can determine how closely a candidate’s values align with your team’s and how you can sell them on these things down the line if they are a great fit
  2. What does your ideal next role look like?
    This can tell a recruiter tons about the type of environment in which a candidate will thrive. Do they envision working independently or in a group? What main responsibilities does this person want to own and enjoy most? Are they hoping to grow in mentorship or people management?? This can show you if your current team and environment fit the candidate’s needs.
  3. If one of your colleagues disagreed with you in front of a group during a board meeting or a meeting with leadership, how would you handle this?
    Sharing a hypothetical question about a challenging situation and asking for a suggested solution can reveal someone’s ability to listen and collaborate, think critically, and have the right attitude under pressure.
  4. Tell me about a time when you felt an employer’s culture didn’t suit your needs. Why do you believe it wasn’t the right fit for you?
    Sometimes a direct approach is the best approach. Pay careful attention to see what the answer reveals about the potential fit with your current culture (or the culture you’re working to achieve).

There are a million ways to ask interview questions that focus on soft skills and culture. But whatever questions you choose, make sure you tailor each to your company values and needs.

Hiring managers will understand the characteristics that align with an open position and the overall company culture. This frees you to get creative and keep interviews candid and human. The less “cookie cutter” your questions, the better they will serve your talent strategy in the long run. More importantly, ensure that your interview teams are trained to over-index on culture and company values – that way everyone is looking through a people-first lens. So whether you’re conducting a pre-screening interview, or you’re in a final-round group interview, put your culture front-and-center. 

The Talent Recruitment Reality: A Good Candidate is Hard to Find

You likely spend a lot of time trying to excel at customer relationship management—a smart move, considering offering a winning customer experience is one key factor that can help a business stand out in the competitive digital crowd. None of that growth is possible, though, if you don’t have the right team working behind the scenes. Easier said than done, right?

As employee roles evolve and demand grows, so does the pressure on recruiters to find winning candidates. The problem? Good candidates are hard to find. Here’s a look at the talent recruitment reality—and four tips to help you land top talent.

A Dog-Eat-Dog World?

According to recent data from Jobvite, a whopping 95 percent of recruiters said “hiring will be as or more competitive in the coming year,” calling recruiting a “dog-eat-dog world.” This reality as it relates to hiring is especially prevalent in particular industries and regions of the US (see Figure 1).

Why? The numbers vary, but the general consensus is companies are increasing their hiring efforts while decreasing layoffs. Jobvite’s report found a significant 35 percent of recruiters plan to fill 100 job openings this year—yes, 100—a figure up almost ten percent from last year. And the candidates? They’re changing, too, becoming more assertive when it comes to negotiating salary and prioritizing perks like a great company culture and flexible work environment. I don’t know if I’d call it a dog fight, but I can definitely see how the stakes have changed when it comes to recruiting—and retaining—good candidates.

The Talent Recruitment Reality: A Good Candidate is Hard to FindFigure 1. Source: Jobvite Recruiter Nation Report 2016

Four Tips to Help You Recruit Top Talent

Just because recruiting is competitive doesn’t mean finding winning candidates is impossible—it just means you’ll have to rethink your strategy. Here are four tips to help you recruit top talent:

  1. Leverage technologyHR tech is a powerful tool and can revolutionize the recruitment process. If you’re not using it, chances are good that your competitors are. As I discussed in an earlier post (Read: Winning at Talent Recruitment in the Age of Extreme Competition), optimizing your hiring process with tools like big data and deep learning algorithms can not only save you from sifting through thousands of applicants’ information, but it can also help pinpoint who is most likely to excel, saving time and resources in the process.
  2. Gather reviews. We all know a stellar company culture can attract stellar employees—but only if they know about it. Showcase what makes your company unique by gathering reviews from happy employees, and incorporate that information into your recruitment package, on your website, and maybe even in your social media channels as a selling point, not an afterthought. For even more traction from reviews, consider visiting review sites (like Glassdoor) and seeing what employees are saying about your company and others. If your competitor is doing something employees and job seekers hate, for example, you have a golden opportunity to learn from that and do the opposite.
  3. Be flexible. Sometimes, companies spend an excessive amount of time and energy recruiting for a full-time position, never considering the prospect that a part-time or even independent contractor might be able to meet that same need—and for a fraction of the cost, as these arrangements don’t come with benefits. The use of part-time workers and/or freelance independent contractors, even by enterprise companies, is on the rise and expected to continue. Keep those options as part of your toolkit and be flexible when it comes to filling the needs your company has. A part-time or freelance contractor could easily work into a full-time role, and taking advantage of the gig economy mindset of many talented workers today is great way to fill needs within the organization in an agile way.
  4. Revamp job descriptions. Don’t bury the lead in a job description. Yes, you should still include key information like descriptions for preferred qualifications and tasks, but be sure you also highlight the benefits of working for your company. Successfully filling open positions within the organization today is as much about successfully marketing those positions and the company as it is about anything else. Make sure the copy you use in your open position postings and job descriptions is compelling and paints a good picture for a prospective employee about both the position and the company itself. Make sure your job descriptions don’t focus exclusively on things like what the candidate will do but, instead, why it’s important and why they would enjoy working for the company. What’s in it for them? In addition, make sure your copy utilizes bullets and easy-to-read chunks of text—odds are, your job descriptions are being read by candidates using mobile devices.

What’s Next?

What does the talent recruitment reality look like for you? If it’s as competitive as the data shows, how do you stand out from the crowd? Are you using technology as part of the equation? If so, is it adding the value you expected? If you’re considering integrating technology into your recruitment operations, I’d love to know what you’re considering and why.

Additional Resources on This Topic:

The State of the Job Market [Report]
Do This, Not That. How to Nail Social Recruiting  
Recruit Smarter, Not Harder

This article was first published on WorkConnect Blog.