Luring the best people to come work for your company will take some strategy: strong employer branding, a great job candidate experience throughout the recruitment cycle, and good pay and benefits to seal the deal.
But you also need a strategy that works to your advantage -- finding job candidates with the right characteristics that lead to a high-performing culture. This has much more to do with soft skills than experience or technical aptitude.
To improve your hiring process, add these three elements to ensure attracting the right talent to take your company forward.
1. Hire high potentials, not rock stars.
Your new approach should involve assessing potential talent you can develop and groom for succession. They have the right soft skills that ensure success long-term -- resilience, initiative, entrepreneurial spirit, integrity, and being able to adapt to change and new challenges. This is who you want to grow into new roles when the company takes unexpected turns. They're not "rock stars" because rock stars know their worth and may be looking for the next gig when the grass turns greener on the other side of the fence. When you farm you own talent and grow them to realize their potential, they become loyal, committed, and intrinsically-motivated rock stars for you.
2. Hire for diversity.
Great leaders know they can't succeed on their own and will humbly surround themselves with a team composing of differing strengths, expressions, ideas, personalities, and viewpoints. In hiring people who respect and value the differences of others, collaboration increases as team members are free to share and debate ideas that lend to more innovation and higher productivity. Such diverse talent will take the burden off of leaders and actually make them better in the long run.
3. Hire for integrity.
Warren Buffett gave some great advice a few years ago when he said: "You're looking for three things, generally, in a person: intelligence, energy, and integrity. And if they don't have the last one, don't even bother with the first two." When you hire people with integrity, it makes it hard to question that person. They exercise good judgment and trust is quickly gained, especially with those working and collaborating in close proximity. Colleagues see each other as dependable and accountable for their actions in a culture of integrity. Employees walking the talk of integrity, coupled with servant leaders dedicated to meeting their needs, become a near failproof method of guaranteeing no one will quit.
The first step in revamping your recruitment process
If you're going to set new criteria for hiring top candidates with some of the recommendations above, start by assessing their attributes to determine the right fit with the culture of your organization and its shared values.
Consider throwing out your standard interview questions and replacing them with behaviorally-based questions.
In essence, when asking behavioral questions, you're no longer asking questions that are hypothetical, but are asking questions that must be answered based upon fact. This will validate whether job candidates have exhibited the work behaviors you want to assess for your positions, and it will keep good actors with scripted answers from sabotaging your hiring process.