Finding Talent for Growth

Hiring talent can be very tasking as you have to go through a lot of procedures to get the right people to help you build your organisation. Here are a few things we’ve learned over the years on how to make this process simpler.

Research: Research is the foundation to good hires: things to research include, job descriptions for the role you’re hiring for, pay scale in your local area for said roles, etc. This can help you position your organisation in the best light for prospective hires.

Clear Job Description: Writing out a clear job description is possibly one of the most underrated hiring protocols that really helps set the foundation for finding the right candidate. A clear and easily understood job description can easily help attract the right people to apply for the role. A good way to go about it is to find a similar role + tailor the job description to exactly what your hires would be executing.

“Listing: Use Linkedin (it’s free): Linkedin has about 600million professionals worldwide, and currently offers a free ad for businesses looking to hire from their platform. Other local websites tailored to candidates in your local area are also great, so you can have a variety of candidates.”

Shortlist + Interview: Ask direct, but open-ended questions. Interviews should usually last at least 30mins. With interviews, the idea is to get the candidate as comfortable as possible, so as to see them as they are. Asking questions that showcase previous experiences, current situation + future career objectives to be sure they align with your organisation’s.

Post-Interview Assignment: This is something we started doing last year to help us gauge the work level of potential hires. This is because in consulting, it’s really not simple, getting the right talent, and interviews + tests can only show so much; but an actual assignment/task — pre-hire helps us gauge the candidate’s likelihood of succeeding in the role. Assignments also help you see commitment quite early on.

This is an oversimplified article as it’s not meant for a first-timer’s read, but for entrepreneurs who have been hiring in the past, but need to tweak their processes to help them find better/more suitable talent for their organisation. Want to discuss more, send us a note at info@bluesense.org