“A Players” are the kind of employees every business wants.
They are ambitious, intelligent, creative, dynamic leaders who promote innovation, collaboration, and healthy competition. The top 10%. The best and the brightest. They never stop learning, and bring with them the capacity to grow with your company. They excel individually, strengthen any team, and you should never settle for less.
Mis-hires cost vast amounts in time and training, but they also cost you in ways that you may never know, at every level. A delivery person driving recklessly in a truck with your logo could cost untold millions in bad advertising. A human resources manager with an unchecked ego might not award a position to the best person for the job because they feel threatened. Any substandard employee could sabotage your business. Continuing to operate with less than stellar employees is damaging to morale, and your entire organization will suffer.
A Players elevate your business, not just in the obvious ways translating to sales, profits, and growth, but in unseen ways as well. Their presence in the community is always known. The fact that they have chosen to work for your company, above all others, inspires confidence from clients and coworkers alike, and bolsters your corporate culture.
Even if your employees aren’t “costing you,” are they Peak Performers or just Average Joes? The Harvard Business Review reports that “up to 80% of employee turnover is the result of poor hiring practices & decisions.”
Taking the time to hire the right people the first time provides a solid foundation on which to build. Every A Player you add to your roster exponentially increases your company’s pool of knowledge, talent, and creativity. Seek them out, and your business will flourish.
Here are 6 proven ways to find and keep top shelf talent:
A Players have their pick of companies to work for. Why should they choose yours? While we must reward our employees fairly, the answer is not always about money. Value-based incentives such as public recognition, freedom, flexibility, and creative opportunities can be powerful motivators for this type of person.
You can attract high caliber talent by keeping your current team engaged, by offering continued education and training, and by publicly rewarding success. A Players love to learn. If your culture enthusiastically supports personal and professional growth, word spreads like wildfire. Provide top players with the tools they need. Online courses, conferences, workshops, for example, are integral to their continued success.
But whatever the carrot, it’s only a part of the big picture to an A Player. Their unwavering integrity demands that they work for a company with a vision that matches their own. So if you’ve got big dreams, talk about them.
Share your vision enthusiastically and often. Keeping it inside your head serves no-one, least of all yourself.
Very few enterprises foster excellence, but there are a handful of companies that anyone would jump at the chance to work for. Be that kind of company, and your people will do your advertising for you–the kind that money can’t buy.
Before you go looking for your next great hire, spend a little time getting clear on what you are trying to accomplish.If you don’t know what you’re looking for, how can you expect anyone else to? What will the role look like on a day to day basis? What will success look like for this person? How will your corporate culture affect your expectations? What skills, knowledge, and competencies will be necessary to not just do the job, but be spectacular at it? Specific, measurable goals that are challenging but realistic set the bar, allowing candidates to envision a pathway to their own success.
By defining both the position and your ideal candidate, you can not only expect talented A Players to take notice, but you will recognize them when you see them as well. Hiring is difficult enough at the best of times, so anything you can do to tip the odds in your favor of finding the right candidate is worth the effort.
When people know that there is opportunity for advancement, they often give more than you ask of them. This holds especially true for A Players, but a vision of a compelling future and can even turn a B Player into a star. When other employees recognize excellence in the workplace, not only will they strive for it, it becomes the status quo.
If you have people with a proven track record that want to move forward with your company, help them succeed! Passing over talent can lead to resentment and dissatisfaction, whereas promoting from within strengthens your core and boosts morale. Just as your business is ever changing, and continuously growing, so must your people change and grow. Encourage them, and celebrate and reward their success.
Your A Players know the culture, the job, and the expectations; they wouldn’t dream of recommending anyone but the best. And since “like attracts like”, consider hosting a friends and family night to facilitate introductions. Attend networking events with your team. Or offer a bonus for quality referrals. There are countless ways to utilize your existing connections to your benefit. Inevitably, incredible people surround themselves with other amazing individuals. Encourage yours to introduce you to their top quality associates, and bring them on board.
The old lie: “More is better.” 400 resumes to wade through from a generic help wanted ad will only compound your staffing issues. Perhaps a few of the resumes are from A Players, but the chances of recognizing them in this sea of mediocrity are a bit like finding a needle in a haystack.
The best recruiting messages repel the wrong candidates as much as they attract the right ones. Besides the usual suspects such as a great job description, and minimum qualifications and experience, postings should showcase the personality of your business, allowing applicants to see for themselves if they are an ideal fit. Showcasing your company, its mission statement, and its values serves as a beacon to the top tier talent you want to attract and helps discourage those who might not be such a good fit.. Advertise the right way, to the right people, for exceptional results.
Besides the standard recruiting platforms such as Indeed or LinkedIn, how else can you source your networks?There are countless platforms to reach out to potential stars. Just don’t expect that they know you are looking for them–tell them, using every tool in your arsenal.
Ensure your presence on social media is front and center, accurately reflects your culture, and involves every A Player you’ve got. Experiment with various job boards and track your results meticulously. Where are your highest quality leads coming from? Use what works, but never stop searching for innovative ways to find your next great hire.
Your competitors have A Players on their payroll who would jump at the chance to join your amazing team. Make sure they know you are looking for them. Provide them with a simple, confidential avenue to approach you. Ensure that your website funnels potential first-rate hires to you quickly and efficiently. Take notice and take action when high caliber talent knocks on your door. Add them to your team if you can, or they will be your competition soon enough.
Recruiting agencies are the next logical step. If you can’t find these elusive A Players, find someone who can. Your employees are the face of your business; external recruitment can be expensive, but it is not as costly as having the wrong person representing you. Never settle for second best.
Above all, be a company that stands out from the crowd. Make your business attractive to potential employees and you will increasingly attract A Players to your team. By keeping your top talent interested and engaged with continual new learning opportunities, you will maintain the strong team you’ve invested in. Take the time to build a strong foundation with your team and watch your business grow.