What Leaders Need to Look for When Hiring Their Next Employee

Finding the perfect hire is no longer a luxury; it's a strategic necessity. 87% of recruiters report talent acquisition is more crucial than ever.  But between a flood of resumes and the limitations of interviews, it's easy to feel lost. 

So, how do you ensure a great fit? 

In this article, we list some strategies to help you find your next hire who excels at the job, elevates your team, and drives organizational success. 

8 Ways to Hire Right Every Time

1. Assess Cultural Fit

Look for candidates whose values and work style align with your organization's culture. Here's how to assess cultural fit: 

• Define your culture: Identify your core values, communication style, and work environment

• Behavioral questions: Instead of "Why this company?", ask "How did you handle a team conflict?" or "Describe a time you demonstrated initiative." Responses should align with your cultural norms

• Team interviews: Involve team members to assess how the candidate interacts with their potential colleagues

• Company culture fit assessments: Consider validated tools to measure a candidate's preferences against your culture

2. Prioritize Soft Skills

97% of employers now value soft skills as much as or even more than technical expertise. These are the interpersonal qualities that make a leader truly connect with their team.

So why the shift? Strong communication fosters clear direction and motivates teams. Adaptability allows leaders to embrace change and navigate challenges with grace. Finally, high emotional intelligence empowers them to build trust, manage conflict, and create a positive work environment.

3. Evaluate Leadership Potential

Spotting a natural leader isn't always easy. Resumes can be impressive, but can a candidate truly inspire and guide a team? Here's how to evaluate leadership potential for those who will perform like integrators:

• Focus on past experiences: Ask behavioral questions about times they took initiative, motivated others, or navigated challenges. Their responses should demonstrate leadership qualities in action.

• Look for coachability: A strong leader is always learning. Does the candidate actively seek feedback and express a desire to grow?

• Evaluate strategic thinking: Present scenarios that require setting goals, developing plans, or mastering quality control. How does the candidate approach them?

• Consider emotional intelligence: Leadership thrives on emotional awareness. Can the candidate manage their own emotions and build rapport with others?

4. Emphasize Diversity and Inclusion

Studies show companies accepting inclusion are 1.7 times more likely to be innovation leaders. Why? Diverse perspectives spark creativity, leading to great solutions. This translates to market dominance, with diverse companies 70% more likely to capture new markets. But the benefits go beyond innovation. 

Diverse teams make better business decisions 87% of the time. A wider range of experiences leads to a more comprehensive understanding of challenges and opportunities. Finally, diversity fuels revenue growth. Companies with diverse management teams report 19% higher revenue due to innovation. 

5. Use Behavioral Interviewing

Resumes can be polished, interview answers rehearsed, but true leadership potential often shines through in real-world stories. This is where behavioral interviewing comes in.

Instead of generic "tell me about your strengths" questions, behavioral interviewing focuses on past experiences. Ask candidates to describe specific situations where they had to take initiative, motivate a team, or overcome a challenge.

Why is this approach so powerful? Focusing on past actions gives you a clearer picture of how a candidate might handle future situations. Did they demonstrate decisiveness when faced with a crisis? How did they build consensus and inspire their team to achieve a difficult goal? These are the insights that reveal true leadership potential, not just theoretical knowledge.

6. Consider Digital Literacy

Digital fluency is no longer a bonus; it's a necessity. This doesn't require coding expertise, but a strong grasp of technology's role in your organization. Tech-savvy leaders leverage data analytics to make informed decisions. They can understand online trends impacting your industry and identify new opportunities for growth. 

Additionally, these leaders understand how to leverage technology to implement detailed performance management systems. This allows them to track progress, identify areas for improvement, and provide ongoing feedback to their teams – all crucial aspects of fostering a culture of high performance.

7. Check for Team Player Qualities

Team player qualities are crucial for fostering collaboration and driving collective success. Here's how to identify them:

• Focus on "we" over "me": During interviews, listen for candidates who highlight team achievements and contributions, not just personal successes.

• Demonstrates active listening: Effective communication goes beyond speaking. Look for candidates who ask questions, acknowledge others' ideas, and build consensus.

• Willingness to collaborate: Does the candidate readily share knowledge and expertise, or are they possessive of information? Look for someone who values collaboration and embraces the power of teamwork.

8. Verify Track Record

Building a strong team starts with hiring the right people. Verifying a candidate's track record goes beyond simply confirming their resume. It's about gaining valuable insights into their past performance, skills, and fit for the role. 

Here’s how: 

• Contact Previous Employers: Call or email references listed on the resume to confirm employment dates, job title, and responsibilities. Dig deeper - ask about the candidate's performance, achievements, and reason for leaving. Consider using verification services like The Work Number to streamline this process

• Reference Checks Matter: Reach out to professional references! Ask about the candidate's skills, work ethic, accomplishments, and fit for the role you're offering.

• Show Me, Don't Tell Me: For creative or technical roles, request a portfolio showcasing the candidate's past work. This could be projects, presentations, code samples, or writing pieces

• Test Their Skills: Depending on the role, consider conducting skills assessments to evaluate their abilities