Hire first, ask questions later?
This is kind of what it feels like when you're under the gun and need to hire. Let me paint you the scenario. Someone has just given their 2 weeks notice and you as the hiring manager are now scrambling to look for a replacement. Your talent acquisition duties have been done at the side of your desk as you have so much on your plate already. You don't have anyone in the pipeline currently. Oh crap!
This is a great quote. In this specific case I associate it with talent management and hiring needs. Being proactive with your talent management and putting in the effort to meet and cultivate future employees will pay dividends.
I used to to this all the time at the bank. I had a team of 16 sales managers and was under the impression that any one of them would be promoted or move to a different department. How did I manage to stay ahead of the curve?
- Always be selling - Everyone I talked to, I would sell my team and my department. Any opportunity to talk to anyone else was an opportunity to put someone in my talent pipeline. Or perhaps, they would refer someone else. Hiring and talent management is a proactive activity and everything else can usually wait but we get caught up in the work that feels busy.
- Regular touch points with candidates - I would schedule 15-30 min once a month with each potential candidate. It would be an informal coaching session and a way for my to get to know them better and provide feedback that would make them more effective in their current role. I would meet people in my day to day and any person who I thought had potential I would put in my calendar. I had a busy job already and this only added to my volume, but I knew that the effort would help me in the long run. I used to actually make them do takeaway assignments as a way to gauge their thinking and interest in being part of my team.
- Interviewing is a formality - If you get the above two steps done, then interviewing is really just a formality. The current interview format hasn't changed in year. Phone screening, then interview using behavioural questions that last maybe 30-45 min, in the hope that you can really get to know a candidate and what makes them tick. Unfortunately, as humans we are extremely biased in how we assess others. We think we know the best based on our previous experiences of based on our assumptions.
At Naudix, we're automating a lot of these manual functions through the use of artificial intelligence. You can never truly remove the human element from hiring but there's definitely a better way to make the process more proactive and easier for a hiring manager. It's about hiring the best candidates but also the best candidates for your company.
If you know the pain involved in hiring talent, then join our beta test at https://naudix.com/ as we work to reimagine hiring.