Effective Hiring Strategies: Insights from HR Expert Rachel Wilson Rugelsjøen

“Congratulations! We have very high walls and big locks on our gates” was the favourite introduction from the CEO at one of my previous employers. He would make this announcement proudly to new hires at the beginning of every quarterly company Onboarding program.

Before it was my turn to take the stage I would look out at the audience of inquisitive new faces and wonder if his words made them feel proud and excited or just plain scared. The sentiment was that we take hiring decisions very seriously. The CEO was trying to convey how special everyone in the room was and that they had all earned the right to be there. A lot of time and money was invested in talent acquisition. The company knew that the quality of your recruitment process and the tools used are absolutely essential in safeguarding both the reputation of the brand and its results. There was no room for gut feeling. When it comes to hiring decisions they are some of the most critical business decisions you will make. Here’s why.

The Difficulty of Letting People Go:

It can be a tough necessity when you have to let an employee go. These are difficult and significant decisions that impact lives. Take my word for this, I have far too much expertise in this area, from closing whole companies, restructuring departments, downsizing teams and countless redundancies and individual terminations. I have also been on the receiving end too. Getting hiring practice right significantly reduces risk and the collateral damage that results from getting it wrong.

Dynamic Nature of Hiring Needs:

Hiring the right person at the right time is a moving target, particularly in growing businesses. The needs of a business are constantly evolving: in early stages or periods of growth, versatile generalists are valued, later more established stages might need more specialised skills.

The Challenge of Just-in-Time Hiring:

This approach will keep a business lean and efficient by hiring to immediately fill urgent needs. This makes it a popular but challenging strategy. Here there is a focus on delivery, execution and short term wins which can be at the cost of strategic planning and quality. Just-in-Time Hiring often plays a significant part in stretching teams to burnout levels of strain. Companies who lack an actual strategy with a proper understanding and plan of how to achieve that strategy do this. Their focus is their next bonus and maximising shareholder value which is often at odds with their ESG strategy of building for a sustainable future.

The Temptation to Settle for 'Good Enough':

When we are under time pressure and cost constraints there's a temptation to compromise on the quality of hires. Never rush a process and settle for mediocrity, hiring the right people are crucial to team dynamics, organisational culture and business success.

The Importance of Diligent Hiring Processes:

Careful vetting during hiring is essential. Skipping steps in the hiring process can lead to suboptimal hires and worse, impacting the business adversely. Using a robust interview tool kit is essential, (always start with role profiling, science-backed tests, case interviews/ work samples and a diverse hiring panel). And never miss professionally carried out reference and background checks which protect your business and help set your new hire up for success.

Accepting the Imperfect Timing of Hiring:

Finding the perfect candidate at the perfect time is rare, strategic workforce planning needs continuous effort and diligence throughout the year. This is where strategic and operational work need to go hand-in-hand to grow EVP (Employer Value Proposition), nurture pipeline talent and monitor succession planning whilst also ensuring that each hiring process itself runs smoothly.

Rachel Wilson Rugelsjøen, a renowned Strategic HR Consultant, is the Founder and Managing Director of LevelUp HR.

Your role in hiring decisions is pivotal. Those decisions have deep impacts on the organisation, stretching beyond immediate team dynamics into long-term business health. When the hiring landscape is constantly shifting, your approach needs to be both agile, strategic and critical. Employ just-in-time strategies wisely because while they address immediate needs, they should not compromise the overall quality and strategic alignment of your workforce. Rigour and consistency in your company hiring process is non-negotiable, remember it is a reflection of your brand externally. Cutting corners can lead to outcomes that might affect your business's performance and reputation. Continuous strategic planning, effective talent pipeline management, and comprehensive succession planning are essential. Perfect timing is rare! Each hiring decision should be made with a clear view of not only filling a present gap but also advancing your company's future - a sustainable future where your people also thrive!"

You can’t and shouldn’t ever settle for good enough! People make your business.