Hiring & Retaining Top Talent Part 1

Have you been a solopreneur on the journey of starting your business and now you’re ready to hire one, two, or ten employees? Maybe you’ve been hiring employees but retaining them has been a struggle? Maybe you hire lots of employees each month, but you need to know how to hire better quality employees. No matter where you are in the journey, there are secrets to hiring and retaining well rounded quality talent.

Hiring just anyone seems to be an easy task. However, finding top talent that shares the same visions as your company is a whole new ballgame, and not just any ballgame, but the Superbowl of hiring. Believe it or not, there are ways to find out what sort of employee you are getting that has nothing to do with resumes, educations, or even previous experience.

Here me out…

If you were going on a blind date with someone, as soon as you were given their name, what would you be doing? Stalking them on Facebook, Twitter, even a glimpse into their more professional life on LinkedIn? So, why not do this with potential employees? By the way, this brilliant saying wasn’t my idea, but you can thank Forbes (www.forbes.com) for it. You can find out a lot about a person by the sort of stuff they are willing to share with the world and let their grandma see. No, we aren’t saying base your decision on these findings, just take them into consideration with everything else.

Make sure your potential employees share your vision. Good chance if they share a vision for their life that’s simplified and brought down a few notches that’s like that of your company, you’ve found someone who is going to bring quality to your team by thinking the way the company thinks. Don’t be afraid to ask these types of questions in the interview. What sort of vision do you have for your life? If you could create a mission statement for your life, what would it be?

Be sure to ask what kind of culture they envision themselves working in. If you have a laid back (this doesn’t mean non-professional) company culture and they state they prefer to work in a more controlled, stiff environment where a tight ship is kept—your company probably wouldn’t be the best place for them. It isn’t that either is wrong, it’s just not where they would feel comfortable. I have never been asked this question but do believe it could have kept some of the employees I’ve saw quit different places from ever being hired to begin with.

Ask questions to see if your candidates will disagree with you. It’s important to have someone who can stand on their own two feet. What better way to do that than to ask a few different questions and see if they always just agree with you or they are confident enough to disagree and tell you why. This likely means they will be confident enough to disagree as your employee if they see something that isn’t going well because of decisions you’re making.

Hiring employees accounts for tens of thousands of dollars a company spends each year. Companies need to be aware of the cost so that you are taking each potential candidate seriously and making sure they can weed out those who won’t be a great fit for the company and where it currently stands. Hiring the right employees means less money spent in the future to re-hire for positions you had already filled.

Hiring an employee is only half the battle. Once they are hired, you must figure out how to retain them because retaining an employee is much cheaper than rehiring another one.

I apparently got a little wordy on this so stay tuned for part 2 on how to retain those top notch, vision sharing, employees you’re going to hire!