Recruiting top talent for any organization can be a difficult task. It requires an understanding of the current job market, as well as the right resources and strategies to attract potential candidates. However, there is often one overlooked component that has a significant impact on the success of hiring efforts: mindset.
Having the right attitude about hiring processes and expectations is essential to making the best hires possible. In this article, we will discuss three important components of a successful hiring mindset and how they can be used to maximize your hiring success. Through focusing on these key elements, you can make sure your organization is set up for long-term recruiting success.
Get The Right Mindset Part I: Perfection and Procrastination Are Your Enemies
It’s essential to prioritize agility and adaptability when hiring new team members. Often, waiting for the perfect candidate leads to missed opportunities for growth and innovation, and you risk losing out to more decisive companies and decisive talent. By avoiding perfectionism and procrastination and focusing on making swift, informed hiring decisions, businesses can capitalize on a candidate’s desire for action.
Psychologists tell us both procrastination and perfectionism stem from fear. The fear of being wrong, of disapproval, of others judging us. And it is this fear that holds us back from making hiring decisions quickly.
The right balance between due diligence and expeditious decision-making makes all the difference in securing top talent and staying ahead of the competition. Leverage your insights, gather your courage, and make those needed hiring decisions to propel your organization forward.
Get The Right Mindset Part II: Not Hiring Is Costing You
To many business leaders, it might seem like avoiding hiring isn’t costing the organization any money. Maintaining a lean team might seem cost-efficient on the surface, but it often leads to employees feeling overwhelmed and overworked, resulting in decreased morale and productivity. The additional workload can cause slower response times, missed deadlines and opportunities, and a less than quality customer experience. And this can cost you business.
Furthermore, if neglecting to expand or replace your workforce leads to employee attrition, that can lead to burnout among the remaining staff. This ultimately increases the risk of losing valuable team members due to a lack of support.
So be sure to consider the long-term ramifications of delaying hiring decisions. Not hiring comes at a cost.
Get the Right Mindset III: Your Hiring Process Can Help You Attract Better Talent
Many companies don’t look at their hiring process as an opportunity to showcase the company’s values and work environment. The hiring process is often seen as a series of mundane tasks that get in the way of doing the work. That outlook permeates every interaction and is felt by candidates who are deciding their work future. When this happens, both sides can see the lack of clarity. Candidate questions abound, interviews aren’t scheduled in a timely manner, and job offer expectations aren’t set appropriately.
It’s a constant state of limbo for most candidates involved in the process, and not a showcase of how great the company is to work for.
But you can be different. The speed, communication, and experience candidates receive from your company during the recruiting and hiring process can stand out as a differentiator from most companies. You can be a breath of fresh air for people in the job search process – and in doing so increase their desire to work for you.
To do that, you’ll want to follow these steps. We’ve provided some suggested timeframes for accomplishing each of the steps you’ll want to incorporate in the process, but you should adjust as you see fit. Day 0 is the day we refer to for the planning and preparation steps necessary to complete before we publicize the open position or reach out to anyone to discuss it.
Ultimately, when you commit to incorporating the mindset components of speed, true-cost, and quality experience into your recruitment and hiring process, you can increase your chances of meeting – or even exceeding – your desired hiring goals. If you start with these three components and apply them to every step in the process, you’ll be able to maximize your success rate when recruiting and hiring new talent. Now, go do it.