Attracting, Selecting & Onboarding Qualified Team Members

Instructor: Artem Cheprasov
This lesson discusses numerous aspects for finding the right team members. You'll learn how to attract them, assess them for fit, and get them up to speed.

Getting the Right Employee

Every hiring manager knows how difficult it is to find the right employee. Some may seem amazing, but they don't take the job offer. Others seem amazing, take the job offer, only to leave within a few months. It can be very frustrating!

There are strategies, however, that will help improve the odds that you'll get the right employee next time around. Let's take a closer look at some of these strategies.

Attracting the Right Applicant

Here are four ways to ensure that you attract the right applicant for your open position.

  1. Don't make the job sound more attractive than it is. While it may seem like a good idea to reel in the best candidates, lying on the job ad will only lead to employee dissatisfaction and turnover. Be realistic about the job description; highlight the benefits, but don't overdo it.
  2. Ensure there are no unexplained gaps or jumps in a resume. Typically, when we think of hiring a great candidate, we want to hire someone for the long haul. Unexplained gaps or jumps in a resume may point to someone moving from job to job or being let go an awful lot.
  3. Prepare for the interview. Ensure you ask open-ended questions. This will help you assess not only their skillset but also their personality to see if it would be a fit for your team.
  4. Sell the organization to qualified applicants. Tell them why, beyond the job description, your organization is a great place to work. What will the job applicant gain from it beyond a salary? Perhaps they'll enhance their skillset. Maybe they'll work for a company with an amazing culture.

How Long Will They Stay?

The second point in the last section makes it clear that you need to figure out a prospective employee's staying power. Now, if this is a temporary or seasonal position, it may not matter as much as a permanent one. Nevertheless, you wouldn't want an employee to leave sooner than expected. To better appreciate whether or not your prospective hire has staying power, it's up to you to ask the right questions. For example:

  • ''How long are you planning to stay at this job?'' This seems direct, but if they answer with something unrealistic, it could reveal a problem. You don't necessarily want to hear they'll be there forever, as most people's circumstances eventually change.
  • ''Tell us what you know about this company.'' This helps test their commitment. If they prepared a lot for the job, they are likely more interested than someone who knows the superficial things.
  • ''Do you have any questions for us?'' This seems standard, but it's very important. Someone who is really interested in a position will have some serious questions prior to making a commitment. If they don't have any questions, it may be that they have no desire to make a long commitment to the company, so any answers are not very relevant to them.

Evaluating Fit

Let's say that you've gone through all of the above and found that the applicant seems great and appears to be sincerely interested in working for the company. Don't stop there: figure out if they are going to be a great fit. To do this, you need to look at the applicant's employment history and any listed or mentioned skills. Are they relevant to the job? Their job titles may not matter nearly as much as what they actually did and what skills they have that pertain to your position.

Beyond skills and experience, you need to ensure that their personality is a fit. If you have a very formal organization, then someone who is a bit goofy may seem nice but may not go over well with formal clients. On the flipside, if you have a very relaxed culture at work, someone who is a buttoned-up know-it all is going to ruin everyone's mood.

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