“A compromise is where both parties get what neither of them wanted.”
After spending hours looking through countless CVs, it’s easy to forget you’re looking to hire an actual human being. The search for a candidate may start with a list of requirements and specifications, but you’re not purchasing a robot to carry out a series of functions; you want to find someone who can do more than the bare minimum and can grow and develop within your company.
After all, should a candidate be expected to settle for less when job hunting? If the job they’re offered has a low salary, isn’t suitably located and has no future in it for them, would they be expected to accept? Of course not. Job hiring is a two-way process, and both the employer and the employee have to be satisfied in order for this new working relationship to last.
The problem is that firms are thinking far more about the immediate cost of recruitment than the value a good candidate can bring on a long-term basis. As a result, they compromise so as to fill roles quickly and end up with a business filled with poor quality people, which isn’t beneficial to anyone involved. This is likely to result in high employee turnover and subpar work. However, find the right people for the right company and success is almost guaranteed.
It’s not shameful to be picky – that’s how successful companies are made. Take Google for example: they receive thousands and thousands of applications for each role yet manage to find the right applicant in six weeks. Former Google SVP of People Operations and author of Work Rules! says it’s all about organisation, recommending that “before you start recruiting, decide what attributes you want and define as a group what great looks like. A good rule of thumb is to hire only people who are better than you.”
Everyone dreams of being part of a company that allows you to be yourself, drives your ambitions and helps you to succeed, so why not push for the same from your employees? Work-based stresses are usually caused by lack of communication, misunderstandings and poor organisation, so it makes sense to be clear about what you want and to find the people who fit in and appreciate your values. After all, having the right qualifications doesn’t mean you’re right for the job, and that’s not being overly critical, fussy or wasting time – it’s following the process properly.
That being said, there’s always the danger of fruitlessly searching for the ‘perfect’ candidate, who of course simply doesn’t exist. If you want a great salesperson, copywriter and accountant who is well-read, has no commitments outside of work and is an expert on health insurance all in one, you’ll never fill the role. No one is going to be everything you want, so be practical and consider your priorities.
With that in mind, here are some suggestions on how to find a great candidate for your business without compromising on what matters most:
- Spend time creating accurate job and person requirements that are open enough to be relevant to a range of people but specific enough to prevent unsuitable candidates from applying. This list of requirements should be strictly adhered to.
- Work on improving your recruitment and selection processes, whether that involves changing the style of your interviews or replacing the person or people who conduct the interviews. Some companies take their candidates out to the pub to see what they’re like after a couple of drinks! Do some research to discover what works best for you.
- Keep hold of the details of all applicants. If someone isn’t right for a particular role at that time they might be suitable for something else later on. Contacts are everything.
- Always be on the hunt for good employees, even if you’re not currently hiring. As point three states, contacts are everything. If you need to make a quick hire and the perfect person is on your database, it makes the process so much easier and quicker.
If you would like further guidance on recruiting amazing candidates or would like to hear about the services we provide at Austin Benn, contact us today.