It’s cliche, but true: Your people are your biggest asset. There’s nothing more important than hiring people who are a strong fit for the job responsibilities and also align with your organization’s values and mission. But recruiting the right people for your team can pose a challenge, and the hiring process can leave managers feeling exhausted.
Today’s guest is Tatiyana Cure. Tatiyana brings her extensive background as an executive recruiter and talent acquisition leader to her work of coaching managers. She has partnered with thousands of hiring managers in a wide variety of industries. She is passionate about helping managers achieve their business goals through effective talent strategies. Tatiyana wrote her first book: “Hire to Win: Manager’s Practical Guide for Attracting and Interviewing Top Talent” to share a blueprint for those looking for a step-by-step guide in hiring.
We talk about the ins and outs of hiring: how to write a good job description, how to distinguish who to invite to an interview and who to pass on, how to handle reference checks, and so much more, so that you can hire the right people for your team.
10 members of the Modern Manager community get a free copy of Tatiyana’s book, Hire to Win. This step-by-step playbook accompanies managers looking to achieve better results, higher profits, and more success through the employees they hire. Get it when you join the Modern Manager community.
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Read the related blog article: The Step by Step Guide to Hiring the Perfect Person
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Book: Hire to Win
- Build a recruiting intake process as a blueprint. Consider what goal you are trying to accomplish, why your organization is unique, and what success in the job looks like.
- Get to the point quickly when writing a job description. Spell out specifically what you’re looking for and what the role entails. Include the compensation range.
- There are four types of applicants; Blanket Folks who apply to every position, Role Players who have the skill set in place already, Stretchers who are looking to advance their career, and Head Scratchers who have taken a leave and are returning or trying a new career path.
- Ignore Blanket Folk resumes. Know how to pitch the job to Role Players on why you’re unique and benefit them. Interview some Stretchers and Head Scratchers as they often have hidden talents.
- Align with your staff on what you’re assessing in the interview process, what questions you’ll each be asking, and how you’ll be evaluating candidates’ responses.
- Involve other stakeholders in the interview process to assess technical, communication, and other skills.
- Set up a peer interview for the applicant to learn what a day in the life of the role is like. Show the culture in action. This minimizes the chance of any surprises once the applicant starts the job.
- Give time for a reverse interview, for the candidate to get all their questions answered.
- Discuss work styles to avoid future friction.
- Ask for references from people who directly reported to the person and/or managed them. Give them space to share their initial thoughts before prompting with your specific questions.