Everything in the business journals points to a dramatic shortage of talent in the workplace today. I can’t tell you how many articles on “hiring for attitude” I have read in the past three months. If all of this is true, then I know one thing for sure. Companies must change their approach when it comes to the selection of new hires.
Recruiting today is much more difficult than it has been in the past. Finding qualified people for certain job roles is becoming a real art. It is certainly a fact of life that our management talent pool is shrinking and that experience or specialization is in great demand. Experience or technical proficiency has become a commodity and the hiring focus has shifted toward attitude. And this shift has precipitated tactical changes in how job selection is being conducted. It is important that you focus on your talent management processes before it is too late.
Here are some suggestions for recruiting and selection improvement:
1. It is important that you use the most talented employees in your company to help with the recruiting process. You can use them to create a benchmark or hiring profile that is truly representative of what you need in your workplace to be highly successful.
2. Use a well defined Behavioral Interviewing Process that includes a scorecard based on the people that achieve at a high level in that particular position and what accounts for high achievement.