How to Find the Best Talent Before the End of the Year
In today’s competitive talent market, finding the right hire can be difficult at any time of year. But if you have positions that you need to fill at the end of the year, it can be especially challenging – after all, who wants to work during the holidays?
Fortunately, there are some things you can do to help you find the right talent. If you are looking to hire at this time of year, here are a few tips to help you.
1. Define the Type of Person Most Likely to Succeed in Your Organization
Many firms are very good at creating a list of qualifications such as education and experience. What they are not so good at is defining the intangibles – the personality types or work habit types that are going to gel with the company culture and be successful.
Does your organization need creative types? Uber diligent nose-to-the-grindstone types? Relationship builders?
Determine what kind of people your organization needs and then craft your job description and interview questions to find those types of people.
2. Stop Relying on Hiring Algorithms
Top talent is attracted to conversations – not to the cumbersome online forms. While such conversations may seem like more work initially, they can save you from having to go back to the drawing board after an unsuccessful search through an applicant tracking system.
3. Define What Success Looks Like
The best candidates want to be in a role where they can be successful, but it is up to you to tell them what success looks like. And job descriptions simply aren’t enough anymore.
Develop granular statements such as, “In the first 90 days, you will achieve X” or “You will be seeing X project through to completion within Y timeframe.”
4. Articulate Your Value Proposition
When candidates are applying for a position with your company, they compete with each other to “sell” you on the fact that they are the right person for the job. But you have to remember that you are also in competition with other firms who may be courting the same candidates. You have to “sell” yourself to top candidates – and to do this you must articulate your value proposition as an employer.
You must clearly communicate the value of working for your company – and this goes beyond wages and benefits. Take some time to develop your value proposition to potential employees – including the nature of the work, company culture, flexible work hours, professional development opportunities and so forth.
5. Find Unique Ways to Market the Role
Once you understand the type of person you are looking for and what it is you have to offer them, you can market the role in unique ways to attract top talent. Consider including quotes from members of your team about what it’s like to work for your organization – or include a 30-second video in the job ad. Find a way to stand out from your competition.
6. Allow for Innovation Where Possible
If you can, allow candidates to make their job descriptions even better using their own unique interests and talents. Save 5-10% of the job for the selected candidate to define themselves – inform them that after one or two months on the job, they’ll be invited to submit their suggestions to their direct report for approval. Not only will this be seen as a huge opportunity for growth by your top candidates, but it may even help your firm to make some significant strides over the competition.
7. Look for Talent that can Learn and Grow
As much as we’d all like to hire that fully qualified candidate that can hit the ground running, that can be difficult to do. Candidates who don’t check all the boxes on experience but are willing to learn often have an easier time fitting into your company culture because they can adapt to the environment. Ensure you are hiring talent that is willing to learn and grow.
Contact Life After Law today
Do you have a legal or executive role that you are looking to fill before the end of the year? We can help you implement the strategies to attract top talent, and help vet candidates to find the right fit for your organization.
