How to Spot High Potential Candidates for Hire
Organizations often complain about how they are not able to find the “best fit” in terms of talent. It is variously a skill or competency gap, or a pay gap or cultural gap, which makes it impossible to find the right hire. However, impossible is nothing, and careful consideration to one’s hiring process and parameters can help you find the people you need, without spending thousands on recruitment and selection. You must also aim to hire for the long term, and for that, a potential assessment is important. Here’s how you can assess people for both performance and potential.
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Organizations often turn to the most obvious candidate pools—job boards, recruitment consultants, and so on, and end up spending a fortune just to source inappropriate talent. Often, the selection tools are inadequate to assess which competencies are critical for high performance and potential. Setting these two aspects right is the first step toward identifying and selecting the right team.
1. Leverage all line managers: Though recruitment primarily sits with the HR team, it is important to make hiring and selection a responsibility of line managers too, since they are the ones who are going to work with the new joiners. Involve your key line managers in the process: a good way is to incentivise them for taking on hiring. An interesting method is to have a formalized employee referral scheme, where existing employees are rewarded for recommending new ones.
2. Design an internship program: An intern provides you the opportunity to assess the person in the “trial” or internship phase. Design and deploy a paid internship program with meaningful work to attract the best of talent, whether part time or full time. Understand the education models to align the program with their needs. Once your interns graduate, you can offer them a job based on their internship performance and organizational fit.
3. Go niche for sourcing: Today, the generic job board is fast being replaced by niche job forums and boards, for specific verticals, geographies, and even skills. For example, hiring for a creative position can be done from a niche creative agency job board like TalentEdge. Another great channel for hiring the right fit is to scout industry associations and bodies for specific talent that fits well with your nature of business. Turning to LinkedIn industry associations or groups is another great idea. The intent is to look around for new sources that meet the candidate profile you are looking for.