To build a strong team, businesses must focus on effective communication, an ongoing commitment to the recruiting process, and be willing to invest in talent acquisition. It’s a common mistake to underestimate the value of finding and hiring the right people, leading to a reliance on the “Self Service” recruiting model. But when is it time to recognize the law of diminishing returns and seek help?
Here are 5 Top Signs It’s Time to Move On:
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Need for Employees with Specific Experience and Knowledge. While referrals are an excellent and smart way to build your initial team, it’s important to recognize when to move beyond your network to supplement your team. It is critical to get the right people, especially in the early stages, to take on key roles and help drive early success. Finding people outside of your circle who challenge your ideas and have different experiences can be monumental for your company. Look for explicit gaps in your team that need to be filled with specific skills and knowledge.
- Exhausted Managers. While managers reaching out to their personal network can be a practical way to recruit in the early stages, it can be detrimental to the company if it continues indefinitely. Requiring your managers to carry out recruiting tasks on top of their core duties can lead to burnout and distract from their expertise. Keep an eye out for when managers are unable to perform their primary tasks effectively due to the extra workload.
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Post and Pray is Not Working. Job postings can be effective in the right scenario, but they only allow you to settle for the best available talent, which may not be enough to drive your business forward. Do you really want to leave it to chance that the best candidate will find you? Instead, engaging targeted people who are not actively seeking a career change can provide a strong talent pool that requires an ongoing, dedicated effort to sustain and manage. It is key to engage a strong pipeline of candidates through creative messaging and multiple, persona-based outreaches. You should be excited about the slate from which you are choosing and maybe even have difficulty making that choice. Those are signs of a strong, well-sourced talent pipeline. This requires a continuous, dedicated effort to sustain and manage. Dependence on job postings will not get you there.
- Failing to Meet Hiring Deadlines and Missing on the “Right” Hires. Prioritization is essential, but hiring should not fall to the bottom of the list. Missing deadlines or hiring the wrong people to meet them can have serious consequences, such as missed product launches, disappointed customers, and lost sales opportunities. If you find yourself in this situation, it’s time to seek help.
- Over-Reliance on Contingency Agencies. Finding the people outside of your circle who challenge your ideas and have different experiences can be monumental for your company. Look for explicit gaps in your team that need to be filled with specific skills and knowledge.
Building a strong team takes a focused effort and continuous commitment. Valuing the time and resources invested in hiring is critical, as it can make or break a business. When signs of the “Self Service” model’s limitations start to emerge, it’s time to reassess your approach and consider seeking specialized help to build a talented team that will drive your company forward.
To learn more, www.talentretriever.com.
