Hiring great people is one of the most important things any leader does. People drive innovation, create amazing products and services, and help the company reach its goals. Whether you are an executive, manager or director, building a talented team is what takes your organization to the next level. After more than 30 years in executive search, here are the tips I share most often.
1. Define your ideal candidate
Before you start, know exactly what you are looking for. Think about qualifications and experience, and also personality, work style and how the person will fit your culture and values. Write a clear job description that spells out what success looks like.
Here is my favorite tip: put an opportunity description at the top of the job description. Explain the long term opportunity of joining your company. It is usually a thousand times more interesting than a list of “Duties and Responsibilities.” That is even more true today, when many candidates first see your posting through a job site’s AI summary or an AI job search assistant. Lead with the opportunity and that is what gets noticed.
2. Cast a wide net
The best candidates are often not actively looking. Connect through LinkedIn, networking events, industry conferences and employee referrals. People usually recommend people they know and trust, and some companies kindly remind employees that a referral is an extension of their reputation.
AI sourcing tools and agentic recruiting assistants can now scan a much bigger slice of the market in a fraction of the time. They are great for widening the net. Just make sure your search criteria are not so narrow that the tool filters out your next superstar. And if you can, use a recruiter. Good recruiters almost always know the best candidates, including the ones who aren’t looking.
3. Look beyond the resume
A resume tells you a lot, but not everything. Interviews, work samples and skills assessments show you how someone thinks, solves problems and works with others. Ask about past experiences, goals and values so you get to know the person, not just the paper. As I like to say, people hire people they like, and then they train them to do the job.
4. Sell the opportunity, not just the job
Top talent has options, so you need to sell the opportunity as much as candidates sell themselves to you. Be open about your goals and values, and show how the role fits into the bigger picture of your amazing growth company, or whatever is great about your firm. Make the growth path clear. When candidates can picture their future with you, the right ones say yes.
5. Be flexible and hire the best available athlete
Be open to candidates who don’t fit the mold perfectly but have the potential to be great. Great employees come from all kinds of backgrounds. Be willing to adjust your timeline if the right person doesn’t appear right away, and use the “best available athlete” philosophy of recruiting. Open minded, flexible leaders find top talent.
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Hiring? Joseph Michaels International has been helping companies find great people since 1990. Email us at info@josephmichaels.com or visit josephmichaels.com.
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A Few Tips On Hiring Great People by Joe Pelayo, Executive Recruiter, Joseph Michaels International. https://josephmichaels.com/