Post written by
CMO at JobDiva, world leader in ATS innovation. JobDiva helps companies secure top talent though AI-powered automation—and much more.
I recently gathered the opinions of some of my communications industry peers on the subject of team effectiveness. I learned that many believe they need to hire capable people and a good portion said they would like to see their staff retrained and upskilled, but only a small number believe their teams to be 100% effective.
I find that many companies hire those who come into their radar by accident, by referral or pure luck. Who is referring? Who is being referred? And who can say that this person is the best possible match for the position?
At JobDiva, we offer a recruiting and staffing technology platform with job-to-candidate matching capabilities that help our clients ensure the appropriate fit so that their teams have the best opportunity to be effective. But great leadership and communications are still important pieces of the puzzle.
Once you have identified the initial best fit using technology, the vetting process does not stop. You still need to make sure this great candidate matches your organizational culture and will succeed in your particular environment. Having said that, you need to have an open conversation with each candidate.
Consider asking your candidates questions like: “Are you ready to join a winning team?” Their answers for why they’re ready will indicate whether they will be proactive on the job. Another area you should explore is the willingness to learn and natural curiosity of a candidate. Cultural diversity and open-mindedness are also very important in today’s diverse workplace.
Onboarding is of key importance. It creates a lasting impression on a new hire. Make sure your onboarding is a paperless, electronic process. Make sure that when your new employee gets to their desk, everything is connected and is ready for them to start working. In many places, I find that this isn’t always the case for new hires. Make sure they have a buddy assigned to them who can show them around and help them become more familiar with their new company. This can really make that first-day or first-week experience a great one.
Finally, to develop and maintain an effective team, managers always need to think of how they can help their direct reports grow professionally and acquire new skills. The fact that you, as a manager, care about their professional development will help foster employee engagement and loyalty.
In many organizations, employee retention directly correlates with learning and development. To grow talent and diversify your workforce within the organization, your employees need to be well versed — not only in their area of expertise, but also in the industry and the business as a whole. This can create a sense of purpose that I find is so often lost in siloed organizations. Creating transparency and getting your teams to interact with other teams and business lines in your organization can create a greater sense of belonging.
Remember, while a recruiting platform can take the work out of finding the right candidate-job match, great leadership and ongoing support should take priority when driving teams toward 100% effectiveness. Start with finding best-fit candidates, and then work to develop them into loyal, effective employees for years to come.