Hiring Secret: Look for those who want to change the world

World changing employees are the ones you want to hire

Every employer should have hiring the best and brightest as their highest priority. Unfortunately, many fail to prove this out. How can you tell? All one must do is look at the hundreds and thousands of postings on various job boards. Even those that are perceived to be "forward thinking" still employ very traditional and somewhat contradictory practices. Practices that are designed to ensure the best talent will not be employed.

Inside The Box Thinking

Various studies document that most leaders believe that it is their people who are keeping them from making the decisions necessary to achieve the strategic goals of the business. This hesitation primarily comes from a lack of confidence in their people. Furthermore, not only is there a concern for hiring the right people, but training and development also fails to meet a standard that is necessary to embrace future opportunities with agility and speed.

Many hiring practices are grounded in very traditional approaches. Job descriptions and resumes, as opposed to potential for growth, what a prospect brings to the table, and problem-solving skills continue to guide decision making. This is the case even though hiring leaders know that most of what anyone needs to know can be learned quickly.

Looks Like Me Phenomenon

A very dangerous but very common mistake in the hiring process is to hire someone in the mirror image of the person doing the hiring. This behavior creates a very one-dimensional team and stifles creativity. Creativity that is needed to make the vision a reality and move the business forward.

True Value and True Cost

The true value and true cost of an employee goes far beyond compensation and benefits. If hiring is done wrong the employee will cost far more than their actual compensation. One misaligned person can be emotionally expensive and have grave consequences on culture, negatively impacting productivity and morale.

As little as one hour of productivity lost per day by one employee can equal tens of thousands of dollars over a career. Hiring the right people and holding everyone accountable for their attitudes, behaviors, and productivity must be a priority.

If hiring and development are done right, the employee will bring value that far exceeds their compensation and benefits. A positive employee who is a problem solver and encourages others to do the same is invaluable. This employee will also speak well of the business on social media and within their community. They will focus on their shared responsibility for moving the business forward and work to exceed expectations. Because of their attitude toward the company, they will draw other great talent to your business.

Great hires understand the value of a good day’s work and what it means to them and the business. Their energy and positive nature, not unlike negative energy, will infect the business, boosting morale and productivity. Unlike a negative employee, they will not be a hassle. You will spend less time with them directing and dealing with issues and more time with them collaborating on how to do things better.

What’s A Leader to Do?

Research would suggest that those who move first and fastest to change existing practices will find themselves ahead of the curve when the talent gap widens even further in the next few years.

• Hire based on what a person can bring to the business, not by the list of skills in the job description

• Look for what you need, not what you have. Match behaviors of the employee to the behaviors you need from a high performer in that position

• Don't be afraid of smart people with positive attitudes who come from different industries. They' will add a perspective that others who have only been inside the industry cannot bring

• Look for people who have a record of continuous growth and development. If they've never done anything to improve themselves on their own in the past, odds are they won't in the future. Great employees don't need their employer telling them where they need to focus their development. They already know and are already working to improve

• Do a background check with past employers. Ask questions that will uncover whether they are a great hire. A handful of questions is all it takes.

  • Would you hire this person again?

  • Did you find them to be a positive influence?

  • Can you give me an example of the type of training and development they engaged in on their own and without your direction?

  • What value did they bring that you will miss?

If you don't hear things that you would say about a star player, odds are you are probably not looking at hiring a star player.

The hiring and development of employees is one of the most important processes that any business can engage in. A business will never reach its full potential or realize its vision if it doesn't have the talent necessary to succeed. This requires all of those with hiring and direct report responsibility to do their jobs right when it comes to talent management. Failure to do so will have a long-lasting negative impact on the business. If you are responsible for the hire, it may leave people praising or wondering about your abilities.

Randy Stepp is a Principal with Renaissance Leadership Group. RLG is a full-service medical practice and business development firm committed to helping owners achieve long-lasting success and sustainability.

Visit Renaissance Leadership Group at www.renaissanceleadershipgroup.com to learn more.