Many leaders in our industry are finding it difficult to attract and retain qualified, hardworking employees in today’s business environment. When looking for entry-level people, we are often flooded with resumes of people looking for a job, but not necessarily looking for their next career. Sometimes in a hurry to immediately fill the position, we hire the person who best fits the job right now, but that person may not be the best person long-term for the company.
As business leaders, our goal should be to hire people who aspire to take on even greater roles within the organization. Then it is our job to ensure we keep them motivated and incentivized so that we can retain them.
When looking to fill an entry-level position it is usually easier and less time consuming to hire someone simply for that position. However, is that the best choice for the future of your company? What happens when the supervisor of that department is promoted or leaves the company? Have you hired the right people below her or him to backfill that position? If not, you can be left with an expensive and time-consuming search process.
When interviewing candidates for an entry-level position, we should put a greater emphasis on the candidates’ desire to achieve greater things and higher level positions within our organizations. The Big Five and the Myers Briggs Type Indicator are just two tools that can be useful in identifying personality traits in potential hires. These personality traits give you an indicator of the candidate’s potential “fit” within your organization’s culture, as well as their desire to achieve and compete for higher level positions in the future.
Hiring leaders in your company can be costly and time consuming if you have to look outside of your organization. When you get the opportunity to hire entry-level people, be sure to invest the additional time and resources required to hire for the future and not just to fill the immediate need.