Be a talent magnet: 8 techniques for hiring and engaging exceptional employees
Credit unions are an important part of the financial services industry. As not-for-profit institutions, credit unions exist to serve their members and community, and they do so by providing a range of financial products and services, including loans, savings accounts, and investment opportunities. Like any organization, financial or otherwise, credit unions need to hire the right people to succeed. But that can sometimes feel as hard as finding a unicorn at the dollar store.
Extraordinary employees possess the power to transform ordinary offices into vibrant, innovative workplaces. They are human catalysts capable of energizing teams and propelling organizations forward. This means hiring top-notch talent isn’t just a luxury — it’s the secret to turning the ordinary into the extraordinary. So let’s talk about some ways to charm those unicorns.
What are the 8 techniques for hiring top-notch talent?
- Define the job role clearly
Before posting a job opening, be sure you have a clear understanding of the role. This means creating a job description or revising an old one if the responsibilities have shifted. The job description should clearly outline the duties and responsibilities of the position, as well as the qualifications and experience required. A well-written job description can help attract the right candidates and ensure that both the employer and the employee understand what is expected.
Of course, I know that sounds mundane and possibly even obvious, but it doesn’t always happen. Throughout my (cough, cough) 25 years of interviewing people, it’s shocking how many job seekers complain about being misled as to the demands of their prior job among other things (see also #7 about transparency). The only reason they were sitting across from me was that they quickly left that job when they realized how different their expectations were from reality. Even if the reality isn’t pretty, it’s best to be truthful. You have far better odds of keeping good people when they feel that the job as described is what they are actually doing.
- Look for relevant experience and skills
When reviewing resumes, look for candidates who have relevant experience and skills. This could include experience in the financial services industry, knowledge of banking regulations, or experience working with customers. In addition, look closely for candidates who have the ability to work well in a team, have strong communication skills, and demonstrate attention to detail.
- Consider cultural fit
Credit unions are often close-knit organizations with a strong sense of community. It’s important to consider whether a candidate will fit in with your culture and values. This includes not only their skills and experience but also their personality and work style. Hiring someone who doesn’t fit in with the organization’s culture can lead to conflict and ultimately hurt the credit union’s overall performance.
This is another instance where transparency is key. Talk about your core values and the branch environment. Whether you are super formal, extremely casual, or somewhere in between, talk about it in the interview. For example, if your branch is business formal and the candidate wants to work in a shorts-and-flip-flop culture, that’s a problem. There are also more serious cultural issues to divulge as well. For example, if a particular position reports to more than one supervisor, that’s important to discuss. Some people can feel overwhelmed by having multiple managers, while others are fine with it. Think about all the little things that comprise your environment so you can give a clear picture to the candidate, as well as ask a good set of questions to ascertain if the candidate is a good fit for your office expectations.
- Use a behavioral assessment and behavioral interview questions
A behavioral or personality assessment is an ideal way to gain some extra insight and data points for selecting and then managing top talent. If you are hiring a teller, you want to know if they have the natural aptitude (like helpfulness and attention to detail) for providing stellar member service, conducting financial transactions, and balancing their cash drawer. Or does that branch manager candidate have the natural assertiveness and sociability to manage a team and make connections in the community?
Using the information from your assessment report, you can ask some strong, relevant behavioral interview questions. Behavioral questions help assess a candidate’s past behavior and predict their future performance. These questions focus on how a candidate has responded to specific situations in the past and can provide insight into their problem-solving abilities, communication skills, and ability to work under pressure. Credit unions should prepare a list of behavioral interview questions ahead of time and ask each candidate the same set of questions during first-round interviews. For follow-up interviews, you can use the assessment report to delve deeper into areas of concern.
- Use a panel interview
A panel interview involves having multiple people interview a candidate at the same time. This can include managers, supervisors, and team members. A panel interview allows you to assess a candidate from multiple perspectives and get a better sense of their fit within the organization. It also allows multiple people to ask questions and provide post-interview feedback.
- Check references
Checking references is a critical part of the hiring process. This involves contacting the candidate’s previous employers and asking about their performance, work ethic, and any concerns they may have had. Be as thorough as possible in your reference checks and follow up on any red flags that come up.
- Be transparent
In a world of social media, instant communication pathways, and Google and Yelp reviews (among many others), it’s important for credit unions to be transparent with candidates about the job requirements, compensation, and benefits. This includes providing a detailed job description, discussing salary and benefits during the interview process, talking about hours and work location, and being upfront about any potential challenges or opportunities for growth within the organization.
- Provide training and development opportunities
Once you have that unicorn, you don’t want them to leave. That means you need to provide consistent training and development opportunities to help them succeed in their role…and beyond. This could include on-the-job training, mentorship programs, or continuing education opportunities. Investing in employee development can help your credit union retain top talent and improve overall performance.
I hope these tips help you embrace the unicorn hunt and watch your organization’s hiring dreams come true!
