Attract and Retain Top Talent- A Framework for Hiring Managers

Mar 25

Hiring the right people is one of the most critical factors in the success of any organization. However, many organizations make the mistake of making the hiring process needlessly difficult and time-consuming. In this post, I will share my framework for attracting and retaining top talent, which is based on two fundamental principles: respecting candidates’ time and treating them like VIPs.

Let me guess, there’s a reason why your hiring process happens in a similar fashion to that mentioned above. Maybe you’re working with a lean team and trying to accommodate busy schedules, or maybe you find yourself dealing with many urgent issues that require immediate attention. You don’t want to drag things out, but you feel like you have no choice. I can promise you that you always have a choice.

There is always a reason to take shortcuts, don’t.

I have been assisting organizations in attracting and recruiting talent off and on for the better part of a decade. Throughout this period, I have developed a framework that has yielded success. At its core are two fundamental principles: demonstrating respect and treating candidates as if they are the most important person in the organization.

Respect Candidates’ Time

You are competing against many employers in the market. By being decisive and effective with the time you request, you can set yourself apart. Not doing so will lead to a high dropout rate and create a negative impression of the organization.

Treat Candidates Like VIPs

Candidates are guests in our organization and deserve the same level of respect and attention as anyone else. This means being responsive when they apply, setting up interviews promptly, and providing a positive experience throughout the hiring process. By doing so, we create a culture of respect and excellence from day one.

The Interview

This framework has a two-round interview process that respects candidates’ time while still providing a thorough evaluation of their skills and fit. In the first round, take the candidate out to lunch or coffee and get to know them. Be candid about the role, the organization, and the opportunities. Avoid trying to ‘sell’ the role to them. If they are not interested, it’s better that they learn now and opt out, rather than leaving shortly after being hired. In the second round, have the candidate meet with various team members for 30–60 minutes each to get a sense of what it would be like to work together. Encourage each group to interview in whatever style and depth suits them, but to avoid true/false style questions and focus instead on how the candidate works through problems. Always pair up, It’s always amazing how often team members come away with completely different observations and opinions. After the interviews, hold a huddle with all team members to gather feedback.

Example

Intro
Product & Scrum Master
Engineering
Design
QA
Management/leadership
Post interview huddle

The Short

Using this framework, I have experienced a high success rate in attracting and retaining top talent. In fact, over the years, I’ve had a 90%+ acceptance rate from candidates to whom we’ve offered positions. Attracting and retaining top talent can be challenging, but by respecting candidates’ time and treating them like VIPs, hiring managers can create a positive experience for candidates while still thoroughly evaluating their skills and fit. This framework has been proven to work and can help hiring managers attract and retain the right talent for their organizations.

Jeffrey Kern