Bad hires hurt teams. Bad CEO’s hurt entire companies. From Scott Thompson getting fired as CEO of Yahoo in just five months to Leo Apotheker overseeing a $30 billion drop in value at HP in only eleven months, the inability to hire top talent takes a toll.
Who doesn’t want to increase the number of "A" players on their team?
It stands to reason that the larger your pool of top talent, the more successful and competitive your team can be. Of course, this is the aim of all recruiters and hiring managers. But they don’t always know how to bypass the B and C players and bring aboard only those A-level candidates.
Here are three tips from behavior based interviewing training professionals on how to boost your top talent pool:
- Use your top players as interviewers. They are likely to spot the cream of the crop more easily than your lower performing employees who may favor congeniality over ability and feel threatened by hiring more team members who will outperform them. High performers recognize high potential.
- Keep your recruiting in-house. While search firms can certainly help in targeted situations, you know far better than outside headhunters just what kind of talent you consistently want and need.
- Take advantage of your line managers as interviewers. They know the questions to ask to determine true technical ability and cultural fit for their teams.
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