Set Your Mind Right: Hiring With Intention

As a kid, I remember my dad saying one phrase over and over and over again. Whether it was before a big test, an athletic performance, or just before making a big decision, he would remind me, “Sarah, put yourself in the place of most potential.” As I have gotten older, I’ve come to realize the place my dad was referring to was right between my ears…I needed to get my mind right in order to put my best foot forward, whatever the action may be. In this blog, I want to challenge hiring managers, firm owners, and HR directors to really look at their mindset, putting themselves in the place of most potential before making a new hire.

It is always an exciting time in your firm when you are ready to bring on a new team member. At least it is for me, Vista’s Director of Talent Acquisition! Whether your firm needs a replacement for someone who has quit or is leaving, or you are looking for an entirely new position, it is imperative the hiring manager, or whoever it may be making the final call on the hire, is in the right frame of mind to do so. But you might be asking yourself…what does “right” mean? Are there things I need to be aware of when hiring besides making the hire? Yes! Yes, there are. Here are a few ideas to consider BEFORE putting an ad out for a new team member:

1. The resume isn’t everything!

Are you sabotaging your potential new team members by judging them solely based on their resumes? Are you “turned off” by a resume that doesn’t check every single one of your experience or educational boxes?

Did you know more than 62% of Americans over age 25 don’t have a bachelor’s degree? I love the recent quote by Pennsylvania’s Governor Josh Shapiro, “I’m sick and tired, frankly, of this attitude that if you don’t go to college, you don’t have the requisite skills to succeed.” He goes on to say he wants folks to know the state of Pennsylvania is going to judge job seekers based on their skills and their grit and determination. His first official act as Governor was eliminating the college degree requirement for 92% of jobs in their state’s government. Other states have joined Pennsylvania in decreasing the education requirements in certain governmental positions, opening some 65,000 jobs to candidates who do not possess a college degree. This trend has been seen in today’s labor market as well: one in five employers has decreased their educational requirements to attract candidates who have otherwise been shut out.

Could you be limiting your candidate pool with outrageous requirements? Finding a resume that does check ALL your boxes is awesome (and rare), but attitude is everything. Sure, having the required skills and experience to do the job is important, but attitude is what will make or break the team. You need someone who can think outside the box, take initiative, and be self-driven—all qualities that come from within. A great way to sniff out this type of person is to focus your interview questions on problem-solving. Ask the candidate to tell you how they would solve a particular issue; this will give you an insight into the type of person you are hiring. And don’t forget to look for those “soft skills” such as communication, collaboration, and decision-making abilities. All these qualities are infectious and will rub off – different perspectives can bring fresh new ideas to the rest of the team in a positive way. I’m not suggesting you speak to every single applicant. I know your time is valuable. However, just limiting your applicant bank to only “rock star” resumes might prevent you from discovering an A+ player.

We often hire team members based on the set of skills we are looking for to do the job well. Most hiring managers believe a person’s resume can “clue them in” to those skills. It has been my experience that the best-fit team members are found when you are hiring based on their mindset and attitude and not their specific abilities or previous experiences.

2. Potential new team members are people, just like you.

We all long to be valued and treated with respect. Your potential candidates do too. After all, they have applied to work for YOUR firm, and that says something about them. You can explore how well they have researched your organization and their enthusiasm to work for you over a phone interview if that is one part of your hiring process. However, not responding to them in a timely manner says volumes about your firm. It’s easy to forget hiring as part of your firm’s marketing strategy, especially if you’re laser focused on simply finding THE right team member as soon as possible. By doing this, we risk losing quality applicants due to offering a poor candidate experience.

From the moment a potential candidate applies for a job at your firm, you should strive to create an inviting and positive experience. This doesn’t have to be expensive or time consuming, but it should include thoughtful emails, timely responses, personalized orientations, and much more. An important part of creating an engaging experience is providing clear and concise communication about the job and your requirements. Take some time to review the job descriptions you are using, making sure they accurately reflect the role you are looking to fill. Additionally, ensure that your company’s values and goals are clearly communicated to potential candidates.

Think about the last time you were looking for a job. Was it a positive experience? Reflecting on your experience will often help you to get your mind in the right place and perfect the candidate’s experience and their view of your firm.

3. You might not be the best person to hire someone.
As an owner, HR director, or manager, you might know what your firm needs. But are you the right person to decide who can do it? Hiring can be lonely if you are doing it in a vacuum. I want to encourage you to lean into your team when making a hire.

There are countless ways this team approach to hiring can impact your current team as well as your potential new employee. Involving your team in the hiring process helps them to know you value their opinion and gives them ownership in the success of the new hire. Your current team members can take pride in helping select someone who will fit into the existing firm culture and bring an exciting new element to the workplace. Don’t leave them out of the process, or you might miss out on finding the perfect cultural fit for your team. After all, this new team member will be part of their team.
- Can you get feedback from them about the personality fit that will work best in their department?
  
  Can your current team members mentor this new hire and welcome them into your firm?
  
  What can you do to make sure the transition into your firm is as smooth as possible?
These are all questions you should consider when incorporating your team into the hiring process. You don’t have to hire alone, and you might not be the right person to make the final decision. Hiring is a team sport, so get everyone involved!

4. You should be hiring for growth.

It is easy for the hiring process to begin when your firm has an immediate need. When that need is at the forefront of our mind, we tend to focus only on getting an individual in the door who can fill that void, and do it immediately, with no instruction. I often hear, “We want someone who can hit the ground running!” When we narrow our mindset this way, we stop looking for well-rounded team members. We have put our potential candidates in a box. We should be looking to hire talent who will grow with your firm through various stages.

When interviewing for growth, it is important to evaluate if your candidate has a growth mindset. Individuals with a growth mindset welcome any challenge. They believe their effort and attitude will bring forth a good outcome, and they embrace any chance to improve their skills. We often fail to evaluate for a growth mindset because we are head down looking for a candidate’s ability to do the job at hand. Don’t hire someone who can just do the job. Hire someone who wants to grow and develop with you…even if they don’t have the skills or experience you thought were “must-haves.”

The Right Mind

Ask yourself this: Are you putting yourself and your firm in the place of most potential when it comes to hiring? While every hire is a risk, making sure your mind is in the right place will not only impact your firm but help your hiring process as well! I want to challenge you to keep an open mind when it comes to resumes, remember candidates are people first, utilize your team when hiring, and be sure you are hiring for growth. It’s likely you are in the position you are in today because someone took a chance on you! Put yourself and your possible new team member in the place of most potential!

Learn More About The Author

Sarah Waggoner

Director of Talent Acquisition

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