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Dave Rocker: Hiring & Retaining Top Talent

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Dave Rocker shares with you his professional advice on how to hire and retain top talent within your workplace by following five pieces of advice.

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Dave Rocker: Hiring & Retaining Top Talent

  1. 1. TIPS FOR HIRING & ESZEER RETAINING — TOP TALENT MARCH 2016
  2. 2. The success of your company has a lot to do with hiring great talent who will regularly go above and beyond the call of duty—because they believe in your company's mission as much as you do.
  3. 3. But the job landscape has changed rapidly in the Internet age: it's more common for millennials to job hop every year than stick with a company for life, as was common in our parent's generation. So how do you hire for top talent that will stick around and help take your business to the next level?
  4. 4. GET [LEAR ON YOUR CRITERIA Prior to the interviewing round, make sure you have a clear understanding on not only the role you hope to fill, but how exactly you want this person to help you move your business agenda forward. Clear metrics are essential to establish, not only because it helps your new hire reach performance goals, but it helps you measure progress over time.
  5. 5. SEEK EMOTIONAL INTELLIGENCE Emotional intelligence is the difference between a decent employee and a great one. So while you're interviewing for hires, those who make good eye contact, seem comfortable and confident in themselves, and elaborate on how they've solved complex problems in past roles are signaling a high emotional IO.
  6. 6. CONSIDER CULTURE Millennials routinely site work culture as one of their driving factors when deciding which job offer to take. Be open and honest about the work culture at your company, meaning the values you strive to uphold, and what it's like to work there. Culture doesn't come down to ping pong tables or good snacks in the office though. Millennials are interested in opportunities for career growth through mentorship opportunities. They want to care about the cause they are working for, so be sure to share your cause and measure a candidate's enthusiasm about aligning with that vision.
  7. 7. LET CANDIDATES INTERVIEW YOU Smart candidates will likely be interviewing you as much as you are interviewing them. You want to hire talent who ask questions about your company vision, culture, and the requirements of the role. This shows that candidate is fully engaged and likely has a higher emotional intelligence than someone who sits back and doesn't ask questions. 4’ _ I. . . /”‘. I K , , , - / -, l _' ~. I , .. '¢ 1' ‘ I I , l - ‘L’ V I, ’ . ——»- G _ ‘ K] ‘ I I’ ‘ / ~. I -_l - ~97’ L r 9.. . , _: -I_. ’ . / -_ l/ / '7 Y . ’ _ » / r / A,’ I . , , , ‘x S ‘ . _ . . 1 l -—'. V/ I’‘. !‘‘. T _ K ’ I I ‘ / _ x—I: _
  8. 8. THINK OF YOURTEAM You want to hire the best person for the job, and part of that decision comes down to how well they will integrate with your existing team. Not only do you want to minimize personality conflicts on your team, but you also want to hire those who value a collaborative team approach. This spirit of camaraderie goes a long way in propelling your company to new levels of success.

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