When you’re looking to fill a new position, it’s easy to consider what you need right now rather than considering the future. This is especially true if you’re urgently trying to fill a need. But looking ahead can save you a world of hassle and expense. More than that, by selecting someone who can be successful over the long haul, you can provide a boost to the whole company. Remember, your employees are your greatest assets; they are your future.
Each time you hire, look for candidates who can grow with and beyond the position. Ideally, you want people who can cultivate new skills, innovate within their roles, and even become leaders. Hiring for long-term success requires some thinking ahead, planning, and discipline.
Key Qualities to Prioritize
1. A strong job fit
This starts with finding someone with experience, but it goes even further than that. You also want the person’s traits to match with the current role and beyond. Can your candidate provide the support or take the initiative you expect? Can they build professional relationships? Can they tolerate the work pace, daily duties, routine or processes?
It’s hard to tell any of this just by reading a resume or asking standard interview questions. To dig deeper, consider using behavioral interview questions, and even better, employ an assessment like the Omnia Behavioral Profile.
2. Adaptability
The ability to adjust to new challenges and environments is critical. Industries evolve, technology advances, and job roles shift. Employees who embrace change and learn quickly bring long-term value. Look for evidence via a candidate’s resume, responses to questions, and references that they are prepared to evolve along with your organization.
3. Curiosity
If you want this person to grow with the role and beyond, they should show an interest in what your organization stands for and where you are going. You want someone who will explore the information available about your company and field, ask forward-thinking questions, and listen with interest to your answers.
4. Problem-Solving
Every job involves challenges. The best employees do not wait for instructions; they analyze situations and take initiative to resolve issues effectively. If your open position or future role involves complex problem solving, you may even consider administering a cognitive assessment, like Omnia’s Cognitive Assessment. The results offer a reliable and unbiased measure of a candidate’s likelihood of success in an open role through General Mental Ability (GMA), which has been proven to be a strong indicator of future job performance.
5. Communication
Clear communication prevents misunderstandings, improves teamwork, and enhances productivity. Candidates who express ideas concisely and listen actively contribute to a healthier work culture. Watch for communication that matches your expectations for the position. If it will require a lot of writing, check for strong written abilities during your pre-employment interactions. If networking, relationship-building, and giving presentations are key, confirm your chosen candidate can convey ideas with poise and expressiveness.
6. Accountability
Mistakes happen. Employees who take responsibility rather than deflect blame build trust. Accountability leads to personal and professional growth. Ask your candidates about mistakes they have made in the past and listen closely to their responses. Do they own the error or try to shift responsibility to someone or something else? What was the outcome and what did they take away from the situation?
Avoid These Common Mistakes
1. Hiring based on gut feeling
Don’t ignore your instincts, but don’t base 100% of your hiring decisions on them either. Instincts are not reliable predictors of job performance. Structured evaluation methods, such as rigorous resume review, behavioral interviewing, pre-employment assessments, and thorough reference checks improve your chances of hiring right the first time.
2. Overvaluing technical skills while ignoring soft skills
Technical expertise matters, and you want to make sure the candidate is prepared for the work ahead. However, don’t discount the right candidate’s ability to learn and fit in with your organization. Soft skills like time-management, problem solving, strong judgment, and interpersonal skills are important factors in determining how well an employee collaborates, adapts, and grows.
3. Rushing decisions to fill vacancies
A hasty hire often leads to turnover, costing time and money. Employee turnover presents a significant financial burden for businesses. The replacement costs typically range from 10-30% of an employee’s annual salary. Thoughtful hiring prevents repeated cycles of recruitment.
4. Neglecting cultural fit
Employees who align with company values stay longer and contribute more. Cultural mismatch leads to disengagement and poor performance. Make sure you are open with candidates about what they can expect as part of your company’s culture. For more information about company culture, download Omnia’s free ebook, The Blueprint for a Successful Company Culture.
Questions to Ask Yourself
- Does this person have a growth mindset? Employees who seek improvement and embrace challenges tend to succeed long term.
- Have they demonstrated perseverance? Work involves setbacks. Candidates who push through difficulties add resilience to your team.
- Will they thrive in your company’s work environment? A highly skilled candidate who struggles with your culture may not perform well. Consider how they will integrate into the team.
Once you have a plan in place, you’ll find it easier to hire effectively for the future, which will reduce turnover and help you develop a stronger, more effective team. Thoughtful hiring decisions pay off in retention, productivity, and team cohesion.
Need more help or information? With 40 years as an industry leader in workforce assessments and talent solutions, Omnia has the answers you’re looking for. Reach out to us today!
