• Randy Sklar

7 Strategies To Hire Better Talent...


Without question, the worst part of being a manager is firing someone. The second worst part? Hiring someone to replace them. Finding the right talent in a limited pool of applicants can be tricky. That’s why Tomas Chamorro-Premuzic, professor of business psychology at both University College London and Columbia University, and Jonathan Kirschner, founder and CEO of AIIR Consulting, developed seven strategies for hiring top talent.

1. Think ahead — Don’t just hire someone who can fill your needs today. Look for someone with the skills and abilities you will need going forward.

2. Focus on the right traits — Past performance isn’t the best indicator of talent. Neither are hard skills. Yes, a computer engineer needs to know how to code, but they should also have soft skills, like determination or creative problem-solving abilities, that will allow them to grow in the future.

3. Don’t go outside when you can stay inside — External hires will take longer to adapt to your company, and they have higher exit rates. Look for valuable talent that already exists internally before you search outside your company.

4. Think inclusively — Most managers tend to hire people who remind them of themselves. Resist this impulse. The right hire is often someone who is different than you or anyone on your team. They’ll bring in fresh ideas. Plus, as Chamorro-Premuzic and Kirschner point out, “... companies with a diverse talent pipeline tend to have better financial results.”

5. Be data-driven — When you decide to hire someone, you should have solid data and evidence to support that decision. Then, you should set clear performance goals so you can be certain new hires are meeting expectations.

6. Think plural rather than singular — Look at the needs of your team. Will a new hire work with the existing team? Will they be able to complement each other? A highly qualified candidate isn’t worth anything if they can’t work well with your team.

7. Make people better — Good managers don’t just tell people to get better; they actively help their employees become better. Managers should be like coaches. If an employee is struggling, then help them get back on track. And if an employee shows great potential, then give them opportunities to thrive.

In addition to being strong leaders, managers also have to be talent agents and bring the “right” people onto their teams. These strategies can help you do just that.

Thanks for reading,

Randy Sklar

PS. Your employees are still a huge vulnerability. Check out my report to discover how hackers really steal your data>


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