This fall, Partner Smart wants to help you address some of the most confusing elements of the hiring process. Words like ‘human capital management’, ‘staffing’, and ‘talent management’ overwhelms everyone. We worry about our professional futures thinking about the best way to spur company growth. Instead of searching for ‘the next big idea’, your business needs to cement its foundation pursuing great ideas with great people.
Are you a candidate seeking a new role, an entrepreneur formulating staffing plans as your business thrives or a C-level executive who’s unsure how to bolster your HR team and fuel company growth? Maybe something in between? We want to write for your needs and offer solutions!! We want to walk you through our seven step hiring cycle: gathering requirements; developing search strategy; assessing candidates and conducting an initial interview process; verifying references and background; presenting candidates to clients; managing the offer and negotiation; and integrating new professional hires through active follow up. Seems easy? Think again.
Mismanaging any aspect of this process destroys organizations. The obvious mishaps include inappropriately compensating employees (for better or worse) but what about those less known problems? Businesses struggle often to identify the right candidates. They waste resources hiring under qualified candidates who cannot win great results or candidates who does not align with the company. We want to empower firms to do what they do best while we mitigate the challenges associated with hiring.
Every business benefits from a particular self-awareness when thinking about its hiring process. First, the firm’s business history matters for new initiatives, recruiting and retaining the best talent. How do people in the industry perceive your organization? What does the recruiting history of this role reveal about any new efforts? What works well and what doesn’t historically? Second, what are your business’ strategic objectives (note: not goals!). Strategic objectives help you realize overarching goals by providing clear, short term benchmarks. Knowing your goals help shape objectives to achieve your desired result.
For example, say your organization wants to enable people around the City of Boston to access on-demand, affordable transportation. To accomplish this goal, you determine that because most people carry smart phones, your organization needs to develop an application to connect people to drivers. This application requires strong talent infrastructure with people to both build and maintain the system. Your hiring practices do not concern themselves so much on the goal as the objective. After assessing the number of developers and resources needed to build the app, you can make informed hiring decisions and build your business.
Last, the most difficult piece, the ideal candidate profile stems in the business history and objectives. Hiring managers, recruiters and HR teams need to agree on this profile to best fill the role. Much of the confusion around hiring comes from a lack of understanding. Everyone involved, on the client and agency side, needs to understand the job and disseminate consistent information to attract great candidates.
That might seem well and good but how? Stay tuned for our posts this fall and simplify staffing in your organization.