Dictionary.com defines being strategic as "having a plan, method, or series of maneuvers or stratagems for obtaining a specific goal or result."
Being strategic about your hiring means that you know what type of person you want, and that you have a plan to hire well. Be as purposeful with this task as you would with preparing to borrower money, or prepare for an audit, or another important task you have.
I heard someone say years ago "just hire them in masses, train them in classes and send them out on roller skates. Those that fall down, fire them!" While that might be a bit extreme, it yields heavily to the side of the truth. If, there’s any training. I’ve seen a lot of “just fill the spot.”
But, what are the real options? Can you increase your hiring results? Can you really, in an analytical manner, choose employees in such a way to insure a good job match?
And what about the individual; can he/she really determine his/her true calling? Is there really a such thing as having joy at work? Can I really enjoy my job?
Without belaboring these particular points at-this-time, yes.
Here are some highlights of strategic hiring:
1. have a process by which you hire people. This is one of your top five most important things your company does. This hits on every level; process, strategy, operations and “selling.” Don’t just make it a thing you do, nor something relegated to the HR department, some reference and background checks and a couple of interviews
a. put the process in writing
b. make it a detailed procedure, not summary
2. have a written job description that has the required qualities
a. know the JOB’s core competency factors that are needed to get the right results
b. know the core competency factors of your existing personnel
c. know the core competency factors for the position you are attempting to fill.
Note: core competency factors are -
Talents
Attitude/behavior
Specific skill sets
Knowledge
d. Insure you are closing the gaps in what is needed for the job and not filled by other team members.
3. look for someone that compliments the team of people he/she will be working with, not just “fit” in. You need to know what strengths and weakness are on the team now and insure this person adds value. If you want someone to “get along” then state that in the job description. But if you want someone that can have good productive conflict, state that also. The best qualified person has to be a good fit, and that includes being a good follower as well as leader.
4. use a good assessment tool to help determine proper job-fit. I’m not talking about just personalities, though that is important. This tool should be used not only in the pre-hiring process, but also in post hiring. All team members should have a copy of each other’s assessment. You want everyone to know each other. This should be a period-the-end, not an option.
Hiring the wrong person, or the right person but for the wrong job, is painful. It hurts a lot of people and is extremely costly; in many ways.
To that end…hire well, lead well, and follow well.
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