Agile’s Talent Series Part 2

Tired of Shifting Through Job Board Resumes—New Thoughts on Finding and Sourcing the Right Talent

Author: Heather Lovell

Have you ever hired someone with the perfect experience, perfect credentials, just to find after a few months that they were completely wrong for the job or team you hired them for? Finding the right talent for your company and your role is usually harder than it should be.

Today in Part 2 of Agile’s Talent Series we will focus on Finding and Sourcing the Right Talent. (If you missed Part 1)

Hiring is complicated because people are complicated. Each of your open roles needs someone with the right skills, right natural abilities/strengths, and the right culture or value fit for your company. Yet the way we current source and screen our job applicants doesn’t usually take all these areas into account.

All current job boards and career portals only look at one piece of data—the resume—yet the resume tells you very little about the strengths a person has, their values, their work ethic, their potential, and only a bit about their experience. Innovative companies like Matchstik (a company that enables employers to source talent based on natural strengths launching in Q1 of 2019) are rethinking how to find and look at candidates differently, but that is rare.

We know that a good hire is invaluable and a bad hire costs companies thousands of dollars after the costs of sourcing, interviewing, training, production loss…the list goes on and on. So how do you go about finding the real right person for your roles and avoid those bad hires, especially in this crazy tight market with under 2% unemployment?

Here are some best practices with resources for you to explore:

  1. Know What You Want—When writing your job description and way before you talk to a single candidate come to a true consensus on what the new hire will need to perform the job successfully. If you aren’t crystal clear on what you are looking for you won’t find it.
    • What you really need—deal breakers skills that a candidate must have to be successful. Check out Skillful for reasons to move more to skills-based hiring.
    • What you want—this list can be longer with preferred experience, preferred education, and experiences that might be ideal.
    • What to avoid—Red flag deal breakers that will immediately disqualify someone from working well in the role, with the team, or at your company.
  2. Know Where To Look—Different roles require different sourcing depending on the type of role, the level of professionalism needed, etc.
    • Posting an Android Developer role on LinkedIn will deliver crickets while LinkedIn is much better for Business Analyst roles or Sales Account Executives.
    • Don’t forget the specialty job boards. Luke’s Circle, Built in Colorado, Find my Flock—all have a specific niche that might be the best location to find the type of candidate you are looking for.
    • Tap your network, your employees’ networks, your mentor’s network, your ex-employees’ networks—referrals are often the most effective way to hire.
  3. Know Who To Trust—Finding a trustworthy third-party recruiting partner to help with your search.
    • Good recruiters will have a strong understanding of the market, of what candidates are looking for, and if your job and salary makes sense compared to other competitors. They provide a wealth of information and act as a true partner.
    • There are many new ways to use recruiting partners from paying an hourly rate with no large contingency fee to using retainers. Check out this article for some of your options.
  4. Know More Than Just Experience—as mentioned above, experience listed on a resume is only one small data point and won’t tell you if a candidate has the natural strengths for a job or if they have the right values for your organization.
    • Use assessments that provide you data on a person’s strengths, motivations, and aptitudes—someone that excels in sales has different natural strengths than someone who is outstanding in accounting.
    • You can use companies like Agile Partnering to benchmark your role to know exactly what natural strengths and motivations to look for in candidates.
    • Make sure your interviewing process includes questions that dive how a candidate’s values line up with your company values. Join our webinar on 3/21 to help you with this.

Many outlets exist to find candidates but those don’t often help you find the right candidate. Go beyond the job board to be more successful.

Next month we will look at Attracting People That Fit so that once you find those elusive possible new hires they jump at the chance to interview with you. But first you must find them so dive into some of the resources above and try something new because the old method of shifting through dozens of resumes from Indeed and crossing your fingers isn’t enough anymore.

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