7 characteristics of high-performance hiring teams
The best talent professionals are always on the lookout for ways to stay competitive and nurture their existing skills while also developing new ones. Here are the most important skills you and your team need to cultivate a motivated, effective high-performance hiring powerhouse.
Characteristics of strategic thinking
High-performing talent teams are always looking toward the future. Transform your hiring from reactive to proactive by honing these strategic thinking skills.
Staying ahead of the curve
1. Strategic, long-term planning
Business needs are evolving rapidly. So to help their organizations focus on the big picture, the most successful talent professionals always make sure their day-to-day actions support their company’s strategic, long-term vision.
So let’s say you notice that demand for one of your company’s products or services has been ramping up over the past year. Knowing this, the recruiting team can get ahead by creating a plan to effectively scale the department and present the supporting data to the business leaders to get buy-in.
By reviewing your hiring data, following trends, and staying abreast of emerging technology, workforce planning can become a lot more intuitive and mindful.
Reaching candidates where they're receptive
2. Multichannel mindset
The days of the paper resume and hand-submitted application are largely behind us. Today, 49% of candidates follow a company on social media, and use these channels to do research before they apply. As such, top-performing recruiting teams are not only skilled at recruiting through one channel, but can also weave a compelling, consistent story across many different platforms. They’re mindful about optimizing their company’s career site and employer brand content for different devices and web browsers, ensuring it always looks its best.
By being aware of candidates’ behaviors in how they evaluate potential employers, you can spot unconventional opportunities to wow them and showcase your company’s brand. That way, you can make sure you reach candidates wherever they’re browsing – even while they wait for a bus or stand in line at the grocery store.
of candidates follow a company on social media
Picking the right tools for the job
3. On top of technology
Technological tools can help make recruiting teams more efficient. But high-performing teams know that they don’t need every gadget on the market to be effective at their jobs. Instead, embrace the tools that deliver the most value in key areas – like improving the candidate experience, maximizing productivity, and boosting quality of hire.
Whatever tools you adopt, measuring results can help you determine whether the investment was worth it. With this information, you can make a more compelling business case the next time your team needs a new resource. And even if you’re not grabbing the latest gizmo right away, following emerging tech stories can help you pick the right tools – and give you a leg up over your slower-moving competitors.
Characteristics of strong communication
Effective communication plays a huge role in building strong relationships and getting your team on the same page. Nurture these communication skills to develop deeper connections with key stakeholders and candidate networks.
Building strong relationships
4. Cross-functional collaboration
It’s impossible to know everything about every role. Modern companies have a range of talent needs, and recruiters often get tasked with understanding roles that they don’t have experience with.
That’s where cross-functional collaboration comes in. To get up to speed on each role you’re hiring for, focus on building strong relationships across your organization and pairing your expertise with that of your teammates – particularly hiring managers.
Establishing these connections early can help enable you to get aligned with stakeholders on hiring needs. These conversations only grow more important as a company begins hiring at scale, and ensures everyone involved in the process is committed to maintaining a high level of candidate quality. Plus, when everyone is on the same page, the result is a better candidate experience – and a better chance of getting to that all-important “yes.”
5. Masters of networking
How do you get a candidate’s attention when they may not be actively looking for a job? By earning their interest and strategically using your network.
Since you’re never more than three degrees of separation away from any candidate on LinkedIn, after sourcing a promising candidate, check to see if you have any mutual connections. If you do, ask that connection if they’re willing to reach out to the candidate on your behalf. Since the candidate already trusts the person, they may be more open to hearing about an opportunity from their friend, rather than a total stranger.
By establishing relationships with different teams and maintaining a good rapport, people should be happy to make an introduction for you. Be sure to nurture these relationships over time to make these requests feel less like an imposition. Keeping track of a candidate’s career path and movements can also help you spot the best moment to reconnect.
Characteristics of effective assessment
Talent assessment is the make-or-break of hiring and can have a huge impact on long-term success. Train your team in these essential areas to build a thoughtful and delightful interviewing experience.
Getting the most out of interviews
6. Insightful at interviewing
The best interviewers often use a mix of different types of questions and formats, like behavioral and situational questions and skill assessments. After all, while your team might have good instincts about the candidates they meet, it never hurts to back up instincts with data. Getting fully aligned on the skills you’re looking for beforehand can also set your team up for interviewing success.
Remember that interviews are as much about listening as they are about talking. This involves giving a person your undivided attention while they’re speaking and waiting until they’re finished before you ask a follow-up question. By improving your focus and attentiveness, you might pick up on important pieces of information you’d otherwise have missed.
Creating a can't-miss candidate experience
7. Empathy and understanding
While recruiters have targets to hit and metrics to track, focusing solely on numbers makes the process feel a little transactional. That’s why high-performing recruiting teams have empathy in spades. They think carefully about the thoughts and feelings of each candidate, tailoring experiences that create a genuine connection. They also work thoughtfully with their teammates, supporting them at every turn.
Demonstrating empathy can be as simple as sending a message of encouragement the day before a candidate comes in for an interview, or following up with applicants that didn’t make the cut.
Empathy encompasses more than just presenting a thoughtful demeanor. It’s also about positioning yourself as an ally in the process. Showing candidates that you truly have their best interests in mind leads to happier, more confident hires – and a positive reputation for your company.
of candidates say a negative interview experience can significantly impact their interest in a company