5 Basic Steps to Hiring The Right Talent You Need

Hiring the Right Talent A cartoon shows a blindfolded man playing a version of pin the tail on the donkey as a way to select talent

Hiring the Right Talent Can Make or Break Your Success
As you purposefully build your company and your corporate culture, hiring the right talent – the talent that fits the job and your organization – is critical. Fortunately, done right, the hiring process is far more rational and strategic than the blindfolded method in the cartoon above.

5 Steps to Hiring The Right Talent You Need
If you need to grow your workforce, hiring the right talent should be your number one priority.  Make these five steps part of your talent management process to attract and onboard top talent to set you up for success:

1.  Conduct a Job Analysis
Before you begin your search for the perfect candidate, you need to do some careful thinking. Start by identifying the behavioral competencies needed to succeed in the job you are trying to fill. You should come up with a targeted list of the knowledge, skills, motivations and competencies needed to perform the job successfully in your unique workplace culture.

2.  Prioritize the List
Review the competencies with the specific job in mind and determine which are most important for:

  • The job
  • Your corporate culture
  • Your business strategy

Certainly, it’s always great to have someone who can be a team player but, if you are hiring for a sales position, it may be more important for them to be articulate and self-motivated. Someone who works best in a structured environment would not fit well in a more loosely configured organization.

3.  Include Metrics
Set up a way to objectively evaluate a candidate’s level of competency in the categories you have chosen as important. A pre-hire assessment can quickly weed out unsuitable candidates. Dig deeper during the interview process.

Train all your hiring managers and interviewers in behavioral interviewing so they can ask questions and probe for the specific competencies you have decided you need in each particular job. Behavioral interviewing not only provides a structured, more objective approach to assessing applicants but also establishes a process for better predicting a job candidate’s future performance on the job. Choosing the right talent then becomes a structured, methodical, more objective approach to assessing each candidate’s fit, not a popularity contest.

4.  Make the Decision
Gather the interviewing team together and assess each candidate vis-à-vis the job profile and competencies. Use some sort of balance sheet to look at the pluses and minuses of each interviewee. Do you have enough information to make the selection?

If not and there’s sufficient interest, call the interviewee back for another round. But, whatever you do, don’t settle. You may be under some time pressure to fill a slot, but just think of the time and money you’ll lose if you select a less than “A” player.

5.  Make the Offer and Bring the New Employee On-board
Hopefully you have done a good enough job throughout the interviewing process that your offer will be eagerly accepted . If you have made your criteria for hiring clear, if you have accurately described your culture, and if you have presented your company’s mission and corporate values in an honest and compelling way, you should have a new employee who is well suited to the job and the organization.

Now don’t lose the optimism and excitement. Make those first few months of new employee onboarding full of learning opportunities and set out a plan for your new employee’s future development that will keep them learning and growing. Top talent wants challenges and a clear career path ahead.

The Bottom Line
Hiring the right talent matters.  Hire new talent carefully. If you believe, as we do, that a company’s employees can be its competitive advantage, the right talent will carry you and your organization past your competition.

To learn more about hiring the right talent, download Interviewing: The Most Flawed Process in American Business

Comments are closed.

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More