Guest Commentator: Sandra Auffray, SVP, Human Resources and Communications (Americas), Arkema, @Arkema_Americas
What are some effective, inclusive strategies for recruiting new talent?
Hard skills, soft skills, education, experience, attitude – what makes a "successful" hire? Finding the right candidate is one thing, but a critical part of a hiring manager's responsibility is determining how that person might fit within a particular organization. It's an important decision and an increasingly costly one.
According to new data from the Society for Human Resource Management (SHRM), the average cost per hire nationwide was nearly $4,700 – a number that can easily skyrocket into six figures after factoring in higher-salary candidates, training programs, and benefits packages. After surveying more than 200 CEOs, Harvard Business School estimated that a mid-level manager would have to be on the job for more than six months for the company to earn back its investment in that hire.
In the Philadelphia area, we are experiencing record-low unemployment, but jobs gained and lost don't always tell the whole story, especially for companies hiring nationally. The entire post-pandemic workplace culture is being rethought, reshaped, and rebalanced, and every company is on a journey to define how they fit within this new paradigm.
Given these considerations, it has become critical to hire people who want a career, not just a job. Successful hires are those who are energized by the purpose and values of the organization. Here are a few ways we uncover those elusive candidates during the interview process:
1. Prioritize candidates who fit your values/mission
Identify the common core attributes of what makes your teams successful and try to balance individual needs and motivations with your company's mission and values. The best coworker is one you can trust, and the strongest teams are those which are empowered to hold each other accountable to achieve a common goal. When identifying candidates who "fit" this mindset, don't try to conform, rather seek talent who share common values – solidarity, performance, simplicity, empowerment, and inclusion.
2. Consider the whole person, not just their experience
Diversity is much more about what we have in common (and our common mission) than how we're different. Beyond a resume, look for diversity in thoughts, opinions, experience, age, professional training, and personal ambition. In short, evaluate the whole person. Everyone brings value and we foster an environment of inclusive growth that ensures our team finds purpose and meaning in their work.
3. Highlight your company's development and growth opportunities
Talent can come from anywhere at any level, which is why we encourage everyone to share their ideas, engage in meaningful debate, and find creative solutions that are in line with our values. Inclusion means recognizing that career paths aren't always a straight line or pre-defined path. To truly develop talent, you need to give people the chance to speak up, be a part of the process, and know their opinions matter. Be committed to leveraging current strengths and developing new ones. Hire for careers, not jobs. Hire for impact – for today, and for the future.
