How to Hire People and Lead in the New Era
Ryan Rigterink, a recruiting and organizational development expert, discussed the changing nature of hiring and leadership in a recent podcast. Ryan stressed that firms must change their strategy to recruit and retain great talent, especially when the younger generation enters the workforce.
Here are the key takeaways from the discussion, along with actionable steps for employers to implement.
Key Insights
Shift from Past to Future-Focused Recruitment
Traditional hiring practices often rely heavily on resumes, which primarily reflect past experiences. Ryan pointed out that this approach is flawed because it overlooks candidates' aspirations and potential for growth. Instead of merely assessing what candidates have done, employers should focus on where candidates want to go and how they can contribute to the organization's future.Understanding Generational Values
The current workforce comprises five generations, each with distinct values and expectations. Ryan argued that younger generations are not disinterested in work; rather, they seek meaningful roles that offer work-life balance and personal growth. Employers need to recognize these values and create environments that foster engagement and motivation.Creating a Culture of Growth and Feedback
Leadership plays a crucial role in employee retention. Ryan emphasized the importance of investing in leadership training and creating a culture where feedback is encouraged. Regular check-ins focused on personal growth, rather than just accountability, can significantly enhance employee satisfaction and performance.The Importance of Character Over Experience
Ryan highlighted the need to hire for character and train for skill. While experience is important, a candidate's motivation, dependability, and willingness to learn can often lead to better long-term outcomes for the organization.Leveraging Technology for Better Hiring Practices
Ryan is developing a platform called WorkGaze, which aims to provide insights into candidates' motivations and fit within an organization. This tool will help employers make more informed hiring decisions by focusing on the holistic potential of candidates rather than just their past experiences.
Action Steps for Employers
Revamp Your Recruitment Process
Action: Move beyond traditional resumes. Implement a system that assesses candidates' future aspirations and motivations. Consider using tools or platforms that facilitate this process, such as WorkGaze, once it launches.
Why: This approach will help you identify candidates who are not only qualified but also genuinely interested in contributing to your organization's mission.
Invest in Leadership Development
Action: Provide leadership training for your managers and supervisors. Encourage them to adopt a coaching mindset, focusing on employee growth and development rather than just task completion.
Why: Effective leadership fosters a positive work environment, leading to higher employee retention and satisfaction.
Establish Regular Feedback Mechanisms
Action: Create structured opportunities for employees to share their thoughts and feedback. This could be through regular one-on-one meetings, anonymous surveys, or team discussions.
Why: By actively seeking and acting on employee feedback, you create a culture of trust and engagement, which is essential for retaining top talent.
As the workforce continues to evolve, employers must adapt their hiring and leadership strategies to meet the needs of a new generation of workers. By focusing on future potential, investing in leadership development, and fostering a culture of feedback, organizations can create an environment that attracts and retains top talent. Implementing these action steps will not only enhance employee satisfaction but also drive long-term success for your business.
Resources
LinkedIn:
https://www.linkedin.com/in/ryan-rigterink-1596107/
Websites:
Grab Brad's tell-all book: The Contractor Profit Blueprint
