Hiring the right talent has morphed into a multibillion dollar industry with software tools that can decipher key words in seconds, that relates to a particular job and an array of skill-sets. It seems however; the more sophisticated the hiring tool, the harder it is to find the right candidates. As with most software tools, using simple key words, albeit, some of your industry’s terminology will likely yield some results in attracting the right candidate.
In an article authored by Claudio Fernández-Aráoz and published by Harvard Business Review states in part, “A few years ago, I was asked to help find a new CEO for a family-owned electronics retailer that wanted to professionalize its management and expand its operations. I worked closely with the outgoing chief executive and the board to pinpoint the relevant competencies for the job and then seek out and assess candidates. The man we hired had all the right credentials: He’d attended top professional schools and worked for some of the best organizations in the industry, and he was a successful country manager in one of the world’s most admired companies. Even more important, he’d scored above the target level for each of the competencies we’d identified. But none of that mattered. Despite his impressive background and great fit, he could not adjust to the massive technological, competitive, and regulatory changes occurring in the market at the time. Following three years of lackluster performance, he was asked to leave.”
Sometimes spotting the right talent is hard, even if you are armed some of the best tools on the market. Some companies use an internal process that include; having existing employees’ interview potential candidates. Their rationale is that if a candidate can mesh personally with their future potential co-worker, chances are they will be a good fit. The process of hiring talent is a complicated one and some companies, like Amazon’s rigorous hiring practices take it to a whole new level.
The best approach to hiring the right talent might simply mean trying different approaches and finding one that fits your corporate culture as oppose to following the herd mentality. Some companies use social media sites like Facebook, LinkedIn and/or Twitter to attract candidates. Others, meanwhile, use recruitment software and mixture of posting vacancies on their website and asking internal employees for referrals. Whatever your strategy, stick to practices that works best for your company while keeping an open mind to different ways in the process of hiring talent.
