Find the Right People for Your Team

Table of Contents

Define What You Are Looking For
Use a Professional Recruitment Agency or Headhunter
Make it a Group Decision

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Last Updated on September 24, 2024

Your staff are the most important assets you have. The right team can help propel your business to the next level. Conversely, a team that doesn’t gel because the individual components are not committed to the cause, lack the right qualifications, or are pursuing their own agenda, is going nowhere.

The right people are always out there if you know where to look. The important thing is to search for the right qualities and don’t be dazzled by a candidate that talks the talk but can’t walk the walk.

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There are many ways to recruit new people. Big businesses have more money to spend on recruitment, but don’t let a small budget discourage you. The right people are always out there if you know where to look. The important thing is to search for the right qualities and don’t be dazzled by a candidate that talks the talk but can’t walk the walk. If you make a serious mistake in the hiring process, it could come back to bite you in a big way, not to mention cost your business a lot of time and money.

Here are three tips to help you find the right people for your team.

Define What You Are Looking For

Begin with a detailed job description and then list the qualities you are looking for in a candidate. Be concise. Having some vague notion about what kind of person you are looking for is not going to assist you in the interview process. Circulate the ‘must haves’ and the ‘desirables’ to everyone involved in the recruitment journey. That way, if you miss something, someone else will pick up on it.

“When a job interviewer asks, “What is your ideal company?” you may think to yourself, “Hmm, one that pays six figures, offers unlimited vacation, and has a four-day workweek.”

But while that may be your fantasy, you need to remember that the hiring manager is looking for an answer that’s more grounded in reality.” – Monster.com

Use a Professional Recruitment Agency or Headhunter

Recruitment is a time-sap, which is why smart organizations outsource it to professional recruitment agents or headhunters. These people filter out the wheat from the chaff and anyone that makes it through to the interview stage is pre-qualified. It saves you time and effort.

The same applies to temporary staff. Instead of wasting time posting an ad online or interviewing a few people off the street, contact a reputable recruitment agency, and let them send you suitably qualified individuals who can slot into the team on day one. If you need to fill a vacancy in a pinch, this is the way to do it.

Make it a Group Decision

It’s easy to make a bad decision when hiring people. Consider the following scenario. It’s 4 PM on a Friday afternoon and this is the last one of a long, tedious line of interviews for a key position in your team. So far, none of the candidates have had the skills you need, but this guy has it all. He is qualified, says all the right things, and above all is confident and personable. You can’t afford to waste any more time, so you don’t bother consulting with anyone else and offer him the job on the spot. Six months later, it’s a disaster. Turns out the guy wasn’t qualified at all and now you can’t get rid of him without a lot of hassle. Lesson learned!

Always be proactive when recruiting new team members. The right people are a real asset to your organization, so put time and effort into finding them.

Never allow your bias for a candidate, good or bad, to sway your decision-making process. We are all subject to unconscious bias. That’s why it should always be a group decision – unless the job opening is an entry-level one.

Whilst you may be swayed by some charm and a bit of flattery, your colleague will see straight through that person and recognize them for what they truly are. It’s always sensible to discuss a potential hire with several people before running the pre-employment checks. If one or more of your team express reservations about the candidate, consider it a red flag.

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