4 minute read
Tips On Attracting & Hiring Staff
By Andrew Hay, CAMEx, CCAM-ND.PM
Have a pulse? You’re hired! As the great resignation and the great migration from California continue to ravage the workforce, some days it feels like the criteria for hiring is about as basic as asking, “Are they breathing?”
All jokes aside, we are in a unique position in that our industry does not have a proven recipe for career success. There is no guarantee that specific work history, education, or general experience will make a manager successful.
Sure, companies look to industries with similar skill sets such as hospitality, property management, or customer service, but people from those industries don’t have any more of a proven track record than salespeople, construction industry professionals, or even recent high school graduates.
In a time when talent is scarce, hiring the right people for the right positions at the right time is more important than ever. In this article, we’ll discuss some enhancements that you can incorporate into your hiring practices to ensure that you are targeting and attracting optimal talent.
Do you think everyone who currently works at your company knows the answer to that question? If you are like most companies, the answer is likely “no.” Imagine if everyone in your company knew your core values, because they are the reason those people chose to work for you.
Management companies must learn to find and hire the right candidates, because it is so costly to replace them, especially manager and senior manager positions who are highly visible to our client board members. One way to ensure you are making the right hiring decision is to openly discuss your company’s vision and core values with potential candidates and confirm they are aligned with those views.
Additionally, many companies use personality/aptitude screening surveys to ensure that they aren’t just getting lip service from someone who just wants a job. There are many options out there, but using one that allows you to identify the ideal traits for the position you are hiring for and match the responses from candidates to that profile will increase the likelihood of a good hire.
Additionally, it’s worth sharing this information with new hires, so they can see what personality traits can help them perform at a high level and increase their job satisfaction. Predictive Index is an example of a good platform that aids in your hiring journey, because it allows you to identify quality candidates more efficiently, so you can spend less time solving your people problem and more time servicing your clients.
The same software can be used to identify personality traits of your existing employees and help you identify where they might best be suited to work. Whether you use it to help figure out where to put someone who doesn’t seem like a fit for their current role or to identify the best fit candidate for a promotion from the pool of your highest performers, these systems work well to assist you in making the right hire or job assignment.
In an increasingly difficult hiring landscape, companies must find new and creative ways to attract talent. One way we can attract talent is to look outside the industry in fields that have been severely impacted by the pandemic.
Food service, hospitality, and customer service were some of the industries that were hit the hardest during the pandemic, so highlighting the stability of our industry to those professions is a key way to attract talent. Couple that with incorporating your company’s core values and implementing efficient screening processes ensures that you are putting your most valuable resource—time—to good use.
It also helps to reduce stress on the existing workforce by not only having more people to get the job done but also the right people in those seats.
Andrew Hay, CAMEx, CCAM-ND.PM
Andrew Hay, CAMEx, CCAM-ND.PM, is the Chief Operating Officer of The Helsing Group, Inc.
