1. Look in the Mirror
“Know thyself” is an ancient Greek aphorism. It’s also the first step in hiring well.
Some hiring managers rush to interview people without truly understanding their own company’s personality and assets. How can you evaluate a candidate if you don’t know what to match them to?
After you identify what makes your business unique and valuable to its customers, you can effectively choose the best players who exemplify those qualities.
Consider whether your company is known for being:
- Steady and reliable
- Artistic and creative
- Experts in a niche specialty
- At the forefront of technology
- Service oriented
- Fun to work with
- Affordable or high-end
No matter if you’re developing real estate or creating strategic marketing plans, it’s essential to hire people who match the nuances of your corporate objectives.
As a service-oriented marketing agency, LAVIDGE must provide our clients with expert advice and added value. We must hire wonderful people who share that attitude. A candidate might be skilled in many areas, but if they don’t reflect our mission they’ll be better off working elsewhere.
Once you find an excellent employee, you must work hard to keep them.
Poor hiring can be costly. Literally. I encourage you to try Parker + Lynch's Bad Hire Calculator, which shows how expensive it is to hire someone only to discover a few weeks later that they’re not a good fit. If you are forced to repeat the hiring process, you’ll again to have to pay for:
- Costs to advertise the position
- HR costs to cover time spent hiring and interviewing
- Employee costs spent training new candidates
- Loss in productivity, including the failed employee’s salary, relocation and training
It’s disturbing to spend several months training someone only to lose them to a competitor a few years down the road. When a great employee leaves, you lose a significant amount of institutional knowledge.
Most experienced recruitment advisors suggest the same basic hiring steps: Develop a job description, decide where to promote it and spread the word. But that’s an oversimplification of the hiring process.
Before any LAVIDGE manager can hire or replace an employee, he or she must submit a requisition form to our Chief Financial Officer. This helps us evaluate the financial risks and rewards of filling the position, and it ensures there is a job description in place based on a behavioral assessment.