Running a successful marketing team is all about getting the most out of your products, services and people. One of the best ways to ensure your business is functioning optimally is to recruit the right talent. It takes effort, but there are tips you can follow to ensure you have the best team in place.
Running a successful business (or marketing team) is all about getting the most out of your products, services and people. One of the best ways to ensure your business is functioning optimally is to recruit the right talent.
A reliable and strong workforce is key to the triumph of any business. Your business needs employees who are loyal and hardworking. However, it takes effort to recruit the right talent for your business.
Searching for the new team member that will be a spark plug for your business may seem as if you are searching for a needle in a haystack. However, there are ways to identify who will be the right fit for your team.
Here are some key ways to enhance how one filters, finds and recruits the right talent to an organization:
1. Clearly Define Your Company’s Vision, Mission and Values
Establishing a succinct company mission, vision and core values are key in creating a culture unique to your business. When it comes to selecting new team members, your company’s culture should triumph everything else. Culture and core values are key to survival in any business environment, especially those where employees are expected to wear many hats.
A potential talented employee possesses all the experience on paper, but if they do not fit your company’s culture and key values, then they’re not an ideal addition. Be true to yourself and listen to your instincts.
Take time to communicate all the “whys” behind your company and the values your business endorses to filter out the off-beam applicants. Understand that not everyone is a good fit for every business culture, and that is okay
2. Recruit the Right Talent with an Impeccable Job Post
Communication is vital to recruit the right talent. It is your responsibility to communicate a clear message regarding the type of individual you are looking to recruit. If you are too vague in your job posting, you will have applicants coming from every single direction.
Describe the open position as sharply and accurately as possible. Falsifying the description of a job so that it sounds more striking than it is will backfire. Highlighting the positives is key, but do not lose your grip on the reality of what the position entails. In general, your job post should narrate to a potential employee what they ought to expect from the job, both in long-term and short-term. Enlighten applicants on what they’ll accomplish, what skills they’ll need and what skills they’ll develop.
Use keywords that recruit the right talent in your search. Companies like Acumax Index assist you in developing a position profile to ensure you are interviewing the right type of candidate.
3. Use the Interview to Preview a Potential Employee
A job interview helps you learn a lot, but not all, about your potential employee. Use the potential employee’s interview on top of an resume to find out more regarding the candidate’s objectives and aspirations.
When examining past occupations, search for applicants without a history of jumping jobs. Ask them to explain to you where they see themselves in the next 5 to 10 years. Both help you determine whether this applicant is expected to stick with your company or just use the position as a placeholder.
During the interview, ask open-ended questions that can get the potential employee showcase their character. Find out the things that motivate them to help them set goals and challenge themselves.
Acumax Index will also provide you with interview questions based on the position profile you created. This helps you keep an eye out for answers and keywords indicating they will be a great fit or a poor one.
4. Keep Close Tabs on Your Competition
Recruiting the right talent for your business is just half the battle. Making sure they stay is the other. Implement these tips and tricks to ensure longevity in the investment in your people.
In today’s competitive climate, it is important to familiarize yourself with jobs currently on market and what your competitors are offering. Ask yourself honest questions about your company. What differentiates you from your competitors? Why should someone want to work for you? The benefits of your organization do not always need to be monetary. Offer your potential hires training and learning development programs alongside opportunities to grow within the business.
5. Choose the Best Recruitment Agency for Your Business Model
Some employers are put off by utilizing recruitment agencies, but this is a great way to find proficient applicants. The key when soliciting a recruiter is to make sure they understand your needs and the culture of your company before they opt to advertise your vacancies via their networks.
It is the recruitment agency’s job to explore the marketplace for the best-qualified applicants. Some recruiters will even go a step further and headhunt individuals from other different businesses. When utilizing recruitment agencies, it is essential that you find one that specializes in your field. To make sure you only recruit the best talent, you need an agency with an “inside out” understanding of your industry.
6. Desperation Does Not Recruit the Right Talent
Desperation only makes you compromise your desires and leads you to employ the wrong talents. Do not fool yourself into thinking that any warm body is better compared to no body. This concept could end up being your most expensive mistake. Be patient and wait until the ideal talent is available to take up the task. An interview can only take you so far, and sometimes the wrong talent will make it into your company. If this is the case, don’t hold on to employees that don’t match your company culture.
7. Above All, Trust Your Instincts
As an entrepreneur, you must go along with what feels right to you. Intuition is a powerful tool, and your gut feelings rarely steer you wrong. The ideal individual will feel right to you, marking all the boxes for skills, personality, qualifications and experience. If you have doubts about a candidate’s ability to fill a desired role, do not employ them.
Once you’ve recruited the right talent, piece the hires together to create a working, functioning team. This will be what drives your company forward.
8. Only Retain Star Talent
Once your team is in place, be certain to make sure each employee is a top performer. Often, companies spend too much time getting lost in performance improvement plans. Trust management to lead their teams and evaluate their employees. Management should set clear goals of where they see their team six months in the future. They should then look at their team and question who will help carry them there and who will lag. If a person does not fit, it is important to decide whether this person is an asset or a liability.