Everyone in business knows the phrase that a company is only as good as they employees who work there. At Nutrition Group we clearly state that people are the foremost assets of the company.
Finding great employees who will push your company to the next level can be difficult, though. It seems simple enough: find the most highly qualified, with ample experience and an impressive CV. But hiring the right people is more nuanced than simply reviewing how great a candidate looks on paper. Here are two ideas to implement as you approach your next round of hiring:
Look for the story:
In Regina Hartley’s TED Talk, “Why the Best Hire Might Not Have the Perfect Resume,” she discusses how a candidate’s resume is more than just facts on a piece of paper. The information and patterns that can be found in a resume offer an image of a number of important clues. A candidate’s work ethic, the amount of positions they’ve held, and their passions provide clues that are likely to point to a whether a candidate falls in line with the passions and principles of your company. A resume tells a story about the candidate. If you like that story, that candidate is likely to be a great fit.
Hartley also discusses why hiring a variety of people is beneficial for more reasons than filling a diversity quota. She points to a study that found that companies who had a more diverse and eclectic workforce outperformed their competitors. Why? She suggests that companies who give opportunities to those who rarely find them elsewhere gain employees who have worked harder to succeed than those who have had opportunities given to them more often.
Post clear job listings:
Everyone has come across one or two poorly written and unclear job advertisements. Not only do unclear postings drive away qualified candidates, they create a situation in which an employee believes they will be doing one thing and then is stuck doing something completely different. When a job is advertised as one thing, but is actually another, or when a posting is vague, an employee may be unsatisfied with their job. Unsatisfied employees will never go above and beyond to make a company great.
Clear job postings that are written well attract great candidates because they will be able to see themselves doing the job. Furthermore, unclear postings aren’t just stressful to employees, but to recruiters, too! A Top Echelon survey found that recruiters count unclear postings as a stressor because it makes their jobs that much harder to do. If a recruiter is finding it difficult to find people with a bad posting, a smaller company without that luxury will surely find hiring good employees troublesome.