The end of the first quarter brings opportunities for positive change and offers leaders a renewed perspective and fresh start that is beneficial for businesses. It is a good time to reassess the effectiveness of different areas within your company, including your current employees and their roles. During this time of reflection, you may determine that some new employees are exactly what your company needs to hit the ground running for the remainder of the year. So when hiring, how do you attract and hire the right candidates that will fit in with your company’s culture and add value to existing teams? Following are some tips for hiring new people onto existing teams.
Tips for making the right hiring choice for existing teams
Consider contract versus long-term hiring.
When bringing new members into your team, it’s important that you have a clear vision of your long-term goals and workforce development strategies. Will a permanent hire add value to your team, or would you be better off contract hiring based on project needs? Contract hiring can be extremely appealing for businesses, especially start-ups who don’t always have the necessary resources to lock down long-term employees. Contractors are a good solution for short-term projects and irregular problems. This is because permanent employees are typically more devoted to their companies. They feel passionate about their positions. They work hard to find creative solutions that can benefit the company across the board. This doesn’t mean though that contract hires don’t share these values, too, and can prove their worth over time. A big project with a short deadline could require additional resources that wouldn’t be feasible long-term. So when making your next hire, consider the longevity of the work and hire based on your company’s long-term needs while assessing contractor performance for future long-term goals.
Find employees who work and play hard.
The work-hard, play-hard employee stereotype exists for a reason: they are work hard and are effective. A recent study by The Open Psychology Journal found that a significant relationship exists between employees who have a strong desire to achieve success and those who have a desire for leisure. These employees are attracted to both legacy and stress reduction, which is ideal for many companies. To find these employees, employers benefit from reviewing their social media profiles. Job seekers use social media most of the time, with 62 percent of job seekers visiting a company’s social media page to learn more about the company. Companies should emphasize the benefits of working at their company, as well as show pictures of employees having fun to encourage like-minded individuals to apply.
Look for the action takers.
Education is great, but the trait that many businesses actually want is the ability to plan and take action. Action takers are especially important for start-ups, as these businesses are often lean and fast-paced. Employees must be flexible and capable to keep up with ever-changing and ever-increasing demands. Individuals who have a difficult time making decisions or who require others’ input to help them proceed within their positions often don’t have what it takes to succeed. Instead, hire employees who are action oriented and have a history of getting things done in past positions.
Hire based on your company culture.
An employee’s ability to fit into your company’s culture is one of the most essential hiring criteria. When leaders make hiring decisions, they oftentimes take into consideration the applicant’s level of education and years in the industry. While these things are important, skills can be learned, while the ability to fit into your company’s culture can prove to be elusive once the employee is hired. An employee’s creativity, ability to problem solve and communication skills are among the most important requirements for a successful relationship, as well as the employee’s punctuality, accountability and sense of business responsibility. To truly be successful, team members need to be devoted to their companies, committed to its success and have a strong belief that their personal values line up with company values and performance behaviors.
After the first quarter is a unique time for reflection. Many companies benefit from a fresh start. Frequently this means bringing new individuals into the team, which isn’t as easy as it seems. The right candidates make all of the difference, so it’s important that leaders take several factors into consideration when making a hire. Some team building tips that can help with the decision-making process include: deciding between contract and long-term hiring; seeking out employees who work hard and play hard; looking for the action takers; and hiring based on your company’s culture and not necessarily on paper-perfect qualifications. With these tips in mind, leaders can bring in the right hires for long-term success and course correct effectively for the remainder of the year.
Here are some additional resources we found to deepen this conversation:
- Should I Contract Or Hire My Next Employee?
- Work-Hard, Play-Hard Types Are Real: 3 Ways to Recruit and Keep Them
- 5 Key Traits To Look For When Hiring Employees For Your Startup
- How To Find The Right Person For The Job
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TIGERS® Success Series provides a comprehensive and robust system for improving both your work environment and profitability. We specialize in workplace enrichment and employee re-invigoration management facilitation methods that builds workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary Team Behavior Profile and leadership training workshops are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI.
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