These factors can cause hiring to become rushed, resulting in settling for someone who is no more than a body or a pair of hands, and, ultimately, the vicious cycle of turnover continues.

Don’t settle for anyone who just seems able. You can recruit in today's labor market and upgrade your quality of hires. Yes! You can have it all.

Step one. Consider the strategies, goals, needs, and challenges of the business and how the role will meet these. Examples include things like:

• Improve visibility in the community. This role manages the marketing function of the organization.
• Remain compliant and reduce risk. This role possesses a solid foundational understanding of related laws and their applicability in the workplace.
• Improve profitability. This role manages expenses and collaborates on new product ideas.

Step two. Consider the personality styles of those who work with and for that position. These stakeholders include the individual's supervisor, subordinates, and peers. It is essential to understand these factors because your current staff has unique personalities, experiences, ideas, and skills. The new person needs to add to your culture, not take away from it. Here is an example of how to consider the styles of key stakeholders:

• Supervisor: likes to be in the know and not surprised; delegates effectively; is flexible; and expects high-quality work product.
• Subordinates: eager to learn; people person; likes to be challenged; bored with administrative tasks; requires detailed instructions.
• Co-workers: always willing to help; prefers email to phone calls; open to learning new things.

Step three. After reflecting on the factors from steps one and two, consider the characteristics indicative of the person who will be successful. Here are some examples:

 

• Personable, but has "thick skin" and can take criticism and make tough decisions.
• Acknowledges the need for diversity and strives for it; includes others in processes and decision-making.
• Coaches and empowers others to maximize their contributions.
• Creative in designing marketing materials.

To take your candidate profile to the next level, use the identified character traits to develop questions for applicant reviews. Here are some examples using the characteristics above.

• To ensure the company remains compliant, you may need to make difficult decisions that impact others. We expect the incumbent to be strong but empathetic. What experience would demonstrate that we will see this with you?
• We value diversity, equity, and inclusion. We expect the incumbent to own responsibility for ensuring that actions and decisions are equitable. What experience would demonstrate that we will see this with you?
• We need a leader who gives others credit and recognition, empowers and delegates effectively and takes pride and responsibility in helping others maximize their potential. What experience would demonstrate that we will see this with you?

Recruitment is difficult, and it often feels like we’re contestants on The Dating Game (showing my age here). There is always a risk that you will select the wrong person. But you can reduce that risk and gamble slightly less by putting more preparation into your process. You are searching for someone whose purpose is to help your business succeed. Why would you settle? Instead, be patient and put these three steps to work and see the difference in your quality of hires.