Tips for recruitment to build your dream team

What is the best strategy for recruitment? What are the most successful recruiting strategies? This article teaches you everything you need to know about a few tips for recruitment to build your dream team.

Building a dream team is crucial for the success of any organization. Here are some tips to help you with the recruitment process and assemble your ideal team:

#1. Put people before strategy

How to achieve a [performing] team? By avoiding dictating a fixed strategy with a clear path. In this way, employees find it easier to feel responsible for their future and that of the company. As the pressure plays out, those who are less interested and successful will tend to leave more on their own, giving way to those who have the firm will to build, collectively, an excellent company.

Surrounding yourself with the right people makes it possible to collectively find the most effective and lasting solutions. It is better to have a good team made up of multiple, complementary and relevant talents than to have an outstanding manager. If the latter is capable of visions and decisions more extraordinary than each other, his team is not autonomous. She owes her effectiveness to her personal gifts and her excellent ideas, depending on him when he is alone in possessing them. Conversely, good people make good decisions because they are able to debate, compare their ideas and arrive at conclusions acceptable to all. Communication is central here.

Identify the personalities of your current team

Before integrating someone new into a team, take the time to understand the current personalities within the group. This may include spending time directly with them, building psychometric profiles, or a combination of the two. The goal is to learn more about each team member as an individual. In addition to looking at their skills and experience, look at how they work, how they interact, what their aspirations are, and what motivates them. This will give you a better understanding of not only what additional skills or experience you need to find, but also what soft skills and work styles would fit and complement. Often that doesn’t mean finding people who all look alike. Your team may currently consist of very creative workers, for example, but without the balance of people who are more detail-oriented and organized.

Review current team functions

Before announcing a new position, review the responsibilities, performance and development opportunities of the current team. Is there an opportunity to increase the level of engagement by offering a high caliber team member the chance to progress or take on a different role? Hiring a new recruit without considering this aspect could lead to the disengagement of current team members. They may feel like they weren’t considered for the role the new employee would fill. This reduces the chances of everyone working together as the dream team you’re looking to build and the likelihood that the newest member of the team will fit in properly. If you replace someone, are there any lessons to be learned first? If they were a good team, why was that? If not, what didn’t work so well?

Identify team capability

By looking at the first two items, you should be able to get a more complete picture of what you need to find to form a good team. This is where expert consultants can add real value to your recruitment process and help you identify those desired characteristics. They work with their clients to provide competency-based recruitment techniques that not only focus on gathering evidence of required skills and experience, but also other skills such as behaviors and personal qualities. Complementary services also include the establishment of psychometric and personality profiles. There are many different types of assessment tests, but generally they will be used to measure differences in candidate motivation, values, priorities and opinions. This will help you understand how they are likely to respond to different tasks and situations, their preferred working style, and how they will interact with their colleagues. These tests can be particularly useful if you have used a profiling tool before with your current employees, as you will be able to see how potential candidates might fit in and strengthen your current team. Consultants can also participate in interviews, providing additional perspective on how the candidate would fit into the team dynamic.

Keep the team spirit

While keeping team spirit in mind, look for ways to involve team members in the candidate selection process. It can be a social event with some or all, depending on the number, of the candidate’s potential collaborators. You can also invite one or two team members to serve on the selection panel. This will help you directly see how candidates are interacting with their potential collaborators. It also gives the candidate their own chance to assess how they think they might fit into the team. Giving other team members a voice in the hiring decision will also help them feel more invested in the new hire and encouraged to help them onboard from the start.

Read also: Values of a candidate | Selecting candidates based on their values and

#2. Recruit emerging leaders (not a boss)

Great recruiting is about recruiting up-and-coming leaders. What could be better than people like those who train and perform them? A person of this caliber is already self-motivated, no need to push her!

The best of your candidates is not necessarily the one who speaks better, louder, faster. The most talented is perhaps ultimately the one who puts himself the least forward, proves to be the most obstinate, seems to listen more, seems to question himself easily, can challenge your opinion and debate ideas, turns out to be less stubborn, calmer, less flashy…

If the skills and experiences are a basis for selection to hold a position, the adequacy of the person to the team and to his prerogatives is however decisive in his good integration and, finally, the durability of his efficiency added to that of the others. . It is easier to increase the skills of a person deeply motivated by excellence than to transform a simply competent person into a real hard worker with the values that go well.

The best hires may even be with people who have experience in a very different area of your business. Life events and personal decisions can be strong predictors of a person’s ability to transcend the skills of experienced competitors.

So orient your recruitments more on the basis of common values than on strict skills and experience. Once integrated, these people can: easily adapt to shifting strategic orientations due to inevitable contextual upheavals; motivate and manage themselves alone, without change management, which they themselves are sometimes able to anticipate; participate in the creation or amplification of excellence since they themselves are capable and convinced.

Read also: Company Values is the Quality of Working Relationships

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#3. The qualities to look for

To recruit, technical skills are essential. But, between people of the same level, what makes you lean towards one rather than the other? Its potential for excellence.

What makes one person smarter than another? His intelligence quotient is a strong predictor of his subsequent success. The greater the complexity of the work to be done, the more his general intelligence matters. Beyond this aspect, largely determined by the level of education, intelligence relates to what psychology students questioned answer massively: adaptability! If you hire an adaptable person, they will quickly comply with the tools, work procedures, standards and operations that make up your team and your company. She will also have more chances of integrating by positioning herself differently according to her interlocutors. It will also be able to better follow the changes that your company will experience, up to the new functions that will be imposed on it by the force of events. Adaptation finally provides good resistance to stress, far from being negligible depending on your activity. The better a person adapts, the better they get involved in the design and management of changes.

Many resumes show candidates’ ability to work in a team. It is indeed unavoidable since they are dedicated to working in community. There are few situations where you can do without a ‘team player’. The more a person excels in teamwork, the more they foster bonds within and between teams.

Having a “customer focus”

Having a “customer focus” is part of the foundations of quality and operational excellence. It is above all about this spirit of collaboration, whose listening skills make it possible to provide what the client requests. (…) The more the person has listening skills, the better he identifies the needs of his interlocutors and does a good job. The better a person is at customer orientation, the more strategic their thinking.

Important strategic vision

Moreover, strategic vision is a skill that also predicts performance. The more a person excels in strategy, the more, passionate about his work, he gives meaning to what he does and to what others are doing. She can then better influence the strategy positively, even define the vision of her team and, if it does not yet exist, the vision of the company as a whole!

Creativity is also most profitable

If your employee is able to give ideas and question methods, he can participate in, or even stimulate, the improvement and innovation initiatives that are the hallmark of the tremendous evolution of excellent companies. His creativity is based both on his ability to demonstrate a critical mind and on his desire to find new solutions.

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#4. Demonstrate courage!

Unfortunately, it must be remembered that some managers and leaders do not look favorably on a person who has so many qualities. They may feel in danger, afraid of being robbed of their place, of losing authority, of losing power. This turns out to be relatively common.

However, this is what makes the success of a company of excellence. The leader, whose contained ego does not engage him in power games, makes sure to hire quality people, even if he considers them better than him. He knows that they can make the organization progress and, in case of difficulty, meet the objectives without him. Such successors are able to sustain the action and perpetuate the success. So think about empowerment and autonomy from the creation of the team.

# 5 Stay flexible and fair

While team complementarity and cultural complementarity are worth exploring for all the reasons mentioned, it is only one element of creating an all-encompassing recruitment campaign that demonstrates genuine consideration for all people involved and a commitment to a successful outcome. The information gathered should always be seen as part of the bigger picture and never the sole focus. Follow a fair and inclusive recruitment process and be careful not to let conscious or unconscious biases prevent you from making a good hiring decision. The best teams are usually made up of a variety of different people who all bring a range of different experiences, perspectives, and skills to the table. They also evolve naturally and change over time.

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Tips to help you with the recruitment process and assemble your ideal team

Here are some tips to help you with the recruitment process and assemble your ideal team:

1. Define Your Team’s Needs

Clearly define the roles and skills required for each position in your team. Consider the specific goals, objectives, and challenges your team will face to ensure you find the right candidates with the necessary expertise.

2. Craft Compelling Job Descriptions

Write job descriptions that are accurate, informative, and appealing to attract top talent. Clearly outline the responsibilities, required qualifications, and desired attributes for each position.

3. Utilize Multiple Sourcing Channels

Cast a wide net when sourcing candidates. Use various channels such as online job boards, professional networking sites, industry-specific forums, social media, referrals, and recruitment agencies to reach a diverse pool of potential candidates.

4. Develop a Screening Process

Establish a structured screening process to efficiently assess candidates. This may involve reviewing resumes, conducting phone or video interviews, and using pre-employment assessments to evaluate skills, qualifications, cultural fit, and potential.

5. Look for Cultural Fit

Cultural fit is essential for team cohesion and collaboration. Assess candidates not only for their skills and experience but also for their alignment with your company’s values, work culture, and team dynamics. This ensures that they will integrate well into the existing team.

6. Conduct Behavioral Interviews

Include behavioral questions in interviews to gain insights into how candidates have handled specific situations in the past. Ask about their problem-solving abilities, teamwork, leadership skills, and their approach to challenges relevant to the role.

7. Evaluate Soft Skills

Apart from technical skills, consider candidates’ soft skills, such as communication, adaptability, creativity, leadership, and emotional intelligence. These skills are critical for fostering a positive work environment and achieving team goals.

8. Involve the Team

Include team members in the recruitment process, especially for positions where collaboration and teamwork are crucial. Seeking input from the existing team can provide valuable perspectives and help ensure a good fit within the dynamics of the group.

Values of a candidate | Selecting candidates based on their values

9. Offer Competitive Compensation and Benefits

To attract top talent, offer competitive compensation packages that align with industry standards. Additionally, consider providing attractive benefits, growth opportunities, and a positive work culture that supports work-life balance.

10. Conduct Reference Checks

Verify candidates’ qualifications and performance by conducting reference checks with their previous employers or professional contacts. This can provide insights into their work ethic, reliability, and overall fit for the role.

11. Provide Growth and Development Opportunities

Foster a learning and growth-oriented environment by offering opportunities for professional development, training, mentorship, and advancement within the organization. This helps attract and retain talented individuals who are motivated to grow with the team.

Remember, building a dream team is an ongoing process. Continuously invest in team development, provide regular feedback and recognition, and foster a supportive and inclusive work environment to retain top talent and achieve long-term success.

Photo credit: styles66 via Pixabay

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