Stop Backfilling and Panic Advertising! Hire Talent That Sticks

How confident are you in your hiring practices? Are you nailing it every time, or does it feel more like a game of chance? 🤷🏽‍♀️

First Things First: Look Within

Before jumping into the talent pool, take a moment to consider the goldmine within your own team. Lacking a ready successor for key roles? That’s a red flag! Succession planning isn't just HR jargon; it’s a vital part of your strategy that connects dots from talent reviews to annual promotion and salary discussions. Addressing this gap is essential not just for reducing risk but for fostering a culture of growth and recognition in your organisation.

Redefining Recruitment

When you’re ready to bring in new blood, ask yourself: Are you looking to make an impact or just fill a seat? 👨🏽‍💻

Interviews can be deceptive, often clouded by biases and a far cry from real work scenarios. But the end game? To foresee how someone will mesh and excel within your team. 🎯

Recruiting without leveraging predictive tools and a structured approach is akin to blindfolded investing. It's risky. Like smart investors who dissect market trends and financials before making moves, hiring managers should employ a blend of personality assessments and competency interviews to uncover a candidate’s true potential, cultural synergy, and capability to deliver results.

The stakes? High. Missteps aren’t just costly; they disrupt team dynamics and can dampen morale. 📉

Diversity: The Missing Puzzle Piece

In today’s global market, diversity is a must-have. Reflect on what unique perspectives or experiences your team lacks and how a new hire could fill those gaps. It’s about enriching your team, ensuring it’s as vibrant and dynamic as the market you serve.

Building High Performing Teams Set up to Succeed

Your new hire will be part of an intricate ecosystem, collaborating closely with a variety of personalities and expectations. Understanding these dynamics upfront can be the difference between a seamless integration and a rocky start.

A Blend of Science and Intuition

Navigating the hiring process is part art, part science. With over 30 personality facets and 15 emotional intelligence traits influencing workplace behaviour and performance, it’s clear why. Combine this with a candidate’s skills, experience, and how they gel with your team’s ethos, and you've got a complex equation to solve.

But fear not, it's manageable with the right approach.

In today’s global market, diversity is a must-have. The Missing piece of the puzzle!

💡 Top Tip: Kick off with a deep dive into the role. What outcomes are you after? How does this role propel your strategy forward? Once you’ve got a crystal-clear picture, tailored assessments can help you pinpoint candidates who are not only skilled but poised to thrive and drive your mission forward.

Personality quizzes and structured interviews are more than formalities; they’re your best bet for peeling back the layers to reveal how a candidate could impact your team's harmony and productivity.

Embrace Collaboration for Smarter Hiring

Here’s where the magic of collaboration comes into play. Strategic HR, Talent Acquisition (TA), your 3rd party recruitment service providers and hiring managers must unite from the get-go, forming a hiring alliance that level up the odds of success. This synergy ensures that every recruitment decision is informed, intentional, and in line with both immediate needs and long-term vision.

Are you going to level up your hiring strategy?

Making hiring decisions that stick requires a balance of insightful data, a keen eye for diversity, and a collaborative spirit.

A close partnership between HR, you Talent Acquisition team, your 3rd party recruitment service providers and hiring managers, transforms the hiring process from a shot in the dark to a strategic win.

Instead of firing off rehashed job descriptions or requesting HR draft a contract for your successful candidate, make a strategic workforce plan.

Reach out to your HR and TA teams today! Speak to them before you even need to open in a new market or country or backfill that critical position. Partner with them to unlock the full potential of every hire and pave the way for a more dynamic, resilient, and successful team.

Let's not just fill seats; let's make every hire a strategic win and enrich our teams with talent that bring lasting value and growth.

A close partnership between HR, you Talent Acquisition team, your 3rd party recruitment service providers and hiring managers, transforms the hiring process from a shot in the dark to a strategic win.

Rachel Wilson Rugelsjøen. LevelUp HR Founder and Managing Director

EQ8 Recruit had the privilege of collaborating with Rachel Wilson Rugelsjøen during her contract with one of our clients in Norway. Through her consultancy services, Rachel provides businesses with invaluable strategic insights, propelling them to new heights by delivering top-notch HR consulting and interim support.

Rachel is a senior HR professional with broad international experience and expertise in all disciplines within Human Resource Management. She is passionate about achieving results through people, enabling HR functions and building high performing teams that thrive at work. She is focused on continuously engaging managers and employees around the realisation of the company's strategy.

Rachel has over 20 years of experience in HR and leadership, working for companies such as Cognizant, Hewlett Packard, Bank of America Merill Lynch, Barclays Capital and The Norwegian Oil Fund (NBIM). Rachel has degrees in Psychology, Human Resource Management and Employment Law. Rachel is also a Chartered member of the CIPD, Europe's largest professional body dedicated to HR. The CIPD is the only body in the world that can award Chartered status to individual HR and L&D professionals, setting professional standards for HR and driving positive change in the world of work since it was founded in 1913.

Rachel has worked with leaders, management teams, and employees to grow, develop, restructure, integrate, transform and build companies, departments and teams. Rachel is highly experienced within the HR field and is used to working in demanding, fast paced environments and at all levels of an organisation. She has worked with numerous leaders and management groups and is experienced in talent strategy, leadership and coaching, organizational design and development, culture and employee engagement, coaching, training and development, change management, compensation and benefits, recruitment, communications and employment law.