If you are an expanding company, you need to acquire the best talent possible in order to make that growth sustainable. There are so many useful tools available — with the right methodology — you should have a better chance than ever before in locating the ideal candidate. However, unemployment is near 3% and the competition for available talent is fierce; so, you need to really define your ideal candidate!
Start out by envisioning the person you want to join your team because it will help you to craft the proper job description. Then, begin to define your interview questions in order to be able to guide the candidate through the identification process. After forming the persona of your ideal candidate, it is beneficial to rate things like performance, attitude, condition and knowledge in the order of most important to least; especially if you are working with a search team. Remember that being too selective can lead to not having enough candidates to choose from and can even inadvertently eliminate the ideal candidate – all because they didn’t check every box. Great leaders should not only judge what someone has done in the past but also what they can do in the future!
There is a system called L.A.C.K. which was originally created by the Life Insurance Marketing and Research Association (LIMRA) and is now being taught at Firm Foundations and rekroot’s semi-annual recruiting workshop series.
L.A.C.K. is defined as Level of Performance, Attitudes and Attributes, Conditions, Knowledge.
Level of Performance
What does optimal performance for this role look like? Consider the quantifiable, tasks, periodic activities, and outcomes. Be as specific as possible.
Attitudes and Attributes
What personal values, communication style, outlook, routine, or standards of behavior are essential to perform the above tasks efficiently?
In what conditions is this person expected to perform? Consider office culture, distractions, meetings, clients, travel, and training.
What level of knowledge and skills are needed to carry out tasks effectively? This may include certifications, degrees, extra classes or experience, and more.
The final step before looking at candidates is to make the announcement well known. Create a fun office video, infographic/flyer for a job fair, use social media, job site listings or come up with something creative of your own. Consider your medium and how it relates to your company’s mission. Ask coworkers to share the news and keep yourself informed about the most effective recruiting methods by contacting us.