Recruiting is a challenging but crucial aspect of building a solid team. A lot is riding on the people you hire. They could make or break the success of your organization.

While some ministries and organizations do an excellent job recruiting and hiring the right people, most don’t. According to a study by McKinsey & Company, 82% of organizations don’t believe they recruit highly talented people, and only 7% think they can retain them. 

That’s a rather bleak statistic. 

So then how do you recruit the people you need to accomplish your organization’s goals, allow them to flourish, and then retain them?

Two essential things must be in place to build a highly effective team. First, you must know the team’s purpose, and second, you must see the potential of the individual you’re hiring – before you hire them. So the sixty-four thousand dollar question is this:

What are you objectively doing today to discover what you need so you can realize the potential of a candidate before you hire them?

Many of us unintentionally put the cart before the horse. We start recruiting before we know why and what we need to recruit. 

 

Know why you’re building your team. 

Start by understanding the purpose of your team and why you’re recruiting in the first place. That may sound simple enough, but knowing your team’s purpose is the foundation for everything you do. Once you have a clear idea of why you’re building your team, you can focus on who you need to recruit. Using our Position Insights Profile Job Benchmark will help you understand what type of temperament your ideal candidates should have to help you accomplish the why.

 

Strategically advertise for the right individuals. 

Recruiting for specific outcomes should never be a one size fits all approach. Many organizations fail to target the right individuals with the right messaging and then wonder why their efforts fail. It’s essential to tailor your approach and get specific to attract the high-value people you’re seeking. It will also help to weed out any applicants that don’t fit.

 

Go beyond the resume.

An ideal candidate may look good on paper with a stellar resume, but that doesn’t automatically mean they will fit into your organization’s culture. You’ll want to dig a little deeper into each candidate’s temperament to see if they match the team’s needs. Adding our QuickScreen Assessment is an easy way to screen applicants and drive purposeful interactions to help uncover potential candidates’ character, competencies, and chemistry.

 

Include current employees to help with your search.

Your employees are significant assets when it comes to recruiting new individuals. Be sure they know why, what and who you’re looking to fill a position before starting the hiring process. Chances are you will increase your odds of hiring the right person. Also, the Position Insights Process will ask you to consider inviting a few employees to join the hiring team for valuable insight. 

 

Think long-term.

Don’t dismiss good talent just because they aren’t the exact fit for the role you’re looking to fill. If you’re lucky, you may find a candidate through your hiring process who could be the right fit down the road. When you find a valuable candidate, continue to communicate and establish a rapport with them so when you’re ready, they’re primed for the hiring process.

 

Develop a strong hiring philosophy and leave a good impression. 

Standardize your hiring process and establish a suitable method so you always leave a good impression. Every potential candidate should leave feeling good about your organization whether you plan to hire them or not. 

Recruiting top talent doesn’t have to be so hard. By adding a few key steps to your hiring process, you can build a strong team that works successfully together. 

To effectively target the ideal candidates for your team, use our hiring tools!

The Successful Staffing Guide, Position Insights Profile and the QuickScreen Assessment.