Companies usually approach hiring in the wrong sequence. They begin their search for candidates only after identifying jobs or projects on the horizon. Although this approach may seem logical, it often leads to compromises that negatively affect both the organization and the individuals involved. It’s time to rethink this process and prioritize good people over immediate job openings. Here’s why:
The Incorrect Sequence: Jobs First, People Second
When companies hire under time pressure or against a specific requirement that creates the risk of assigning the wrong person to the job, it gives rise to other challenges as well:
- The job suffers as the individual hired is not able to do justice to the role and subsequently, it will adversely impact the project timelines and/or quality thus losing more time and money.
- The individual hired tries to justify his hiring by putting hard work in an unsuitable role resulting in frustration and dissatisfaction, which again impacts the project and the company negatively.
- Further, organizations will put more resources in terms of training, hand-holding, and reassigning roles to justify the hiring. And eventually, the hire would be replaced or quit, restarting the cycle.
- If an individual is hired for a purely specific requirement then as soon as that requirement is fulfilled, the individual is no longer required, thus creating a transactional work environment.
The Solution: Hire Good People First
Companies need to change their perspective and instead of waiting for job openings or new projects to come in and then starting the hiring, they should always be on the lookout for good people and hire them irrespective of job openings. Good people are the foundation of any successful organization and are often resourceful:
- These individuals have the ability to identify opportunities, create new roles, and drive the company forward in ways that traditional job descriptions or think tanks cannot.
- They bring creativity, innovation, and a drive to succeed that can open new doors for the company.
- They don’t require much supervision or management overheads.
- They utilize their skills to help out not just the company but their colleagues as well, thus creating a good support ecosystem within the company.
- Goodness breeds more goodness – More team members aspire to be like them. Good people from outside can identify with them and want to join the company.
How to Find & Hire Good People
Although everyone wants to do it, a few put efforts to do this. Here are some suggestions on how to find and hire good people:
- The recruiters should always be on the lookout irrespective of job openings. It shouldn’t be mandatory for them to always choose as per the job description. They should be able to use their discretion and suggest good candidates to the organization.
- Good people are often not looking for a change, creating a database of such people and continuously connecting with them will help recall value for the company. So whenever they do look for a change you can tap them.
- Conferences and Meetups are good playgrounds for talented and good people. Companies should attend, sponsor, and organize such events, which can help identify good hires from there.
- Birds of the same feather flock together – Good employees will usually be connected to other good candidates. Talk to them and understand if they will be willing to invite their friends to join.
Retain Good People: Your Greatest Asset
Hiring good people is only half the battle. The other half—and perhaps the more critical one—is retaining them. Companies shouldn’t make the mistake of treating them as numbers on balance sheets.
They are the ones who can help navigate the company through tough times and accelerate its growth once conditions improve.
Losing them means losing the very individuals who can drive the organization forward and eventually the companies need to invest more to hire the individuals with the same potential and talent.
The Bottom Line: People Over Profit
At its core, this approach is about valuing people over profit. It’s about understanding and recognizing that good people are the major drivers of success. And that getting the right people is probably the trickiest part of the puzzle.
Hiring good people before jobs exist, retaining them during tough times, giving them the freedom to realize their potential, and supporting them in their quest can in turn be most beneficial and companies can build a stronger, more resilient organization.
Look around your company the traditional hiring model is outdated and not able to sustain the current challenges of the industry. It’s time to flip the switch: make finding, hiring, and retaining good people your priority, jobs and profits will follow naturally.