Search
Close this search box.
Search
Close this search box.

5 Insights for Finding and Keeping Good Employees

Naturally, many companies are picky about who they hire. The best workers aren’t always found in obvious places, though, and they don’t always have the exact skills being sought. Competing effectively means CEOs need to be flexible, able to look beyond skills to other traits and capabilities, and should give points for how well someone would fit with the company culture.

The following 5 tips can help you avoid several pitfalls and fill your company with motivated workers who share a passion for your industry and the work you do.

1. Don’t wait for perfect. Technology changes incredibly fast, so holding out for the “perfect” candidate can hinder your hiring efforts. Instead, look for individuals who are bright enough to quickly learn the skills you need and who will not only fit into the company culture, but also change it for the better.

“Some companies are good at reinvesting in employees, but it’s about helping them become better employees.”

2. Keep an open mind about education. A college degree suggests someone is willing to stay the course to achieve a goal, but it isn’t necessary for every position. Many entrepreneurs have started tech companies without a degree and done very well. Hiring companies must be willing to consider things like certifications individuals have earned in their personal or professional life, indicating they are dedicated to gaining knowledge.

3. Prioritize experienced workers. Experienced people can teach other employees things they didn’t know, regardless of their formal education level. Remember that a college education wasn’t considered mandatory for the generation that is now 55 and older. In a company with enough experienced workers, the CEO’s role is providing the tools and support they need, not telling them how to do their jobs.

4. Invest in culture and work environment. Fostering a positive work culture that emphasizes freedom to learn, challenging work, open communications, and the opportunity to learn from mistakes is essential. Remember that not everyone is motivated by money and that very bright people can easily get jobs elsewhere. Strive to create a work environment that’s challenging enough to keep everyone invested but not so challenging that people can’t achieve their goals.

5. Focus on retention. Intelligent hiring starts with keeping the smart, knowledgeable people you have now. Seattle-based TINYpulse recently surveyed 5,000 tech workers and only 17% of respondents said they feel valued at work. Invest in your people, let them know they’re appreciated, and help them keep their skills up to date. This emphasis starts with the CEO and cascades down through the organization.

An excellent way to bring value to your employees is by working with industry groups and associations. It’s the best way for your leaders to understand where your industry is headed so they can let their team members know what customers expect.

Roger Franklin is president and CEO, Crystal.


MORE LIKE THIS

  • Get the CEO Briefing

    Sign up today to get weekly access to the latest issues affecting CEOs in every industry
  • upcoming events

    Roundtable

    Strategic Planning Workshop

    1:00 - 5:00 pm

    Over 70% of Executives Surveyed Agree: Many Strategic Planning Efforts Lack Systematic Approach Tips for Enhancing Your Strategic Planning Process

    Executives expressed frustration with their current strategic planning process. Issues include:

    1. Lack of systematic approach (70%)
    2. Laundry lists without prioritization (68%)
    3. Decisions based on personalities rather than facts and information (65%)

     

    Steve Rutan and Denise Harrison have put together an afternoon workshop that will provide the tools you need to address these concerns.  They have worked with hundreds of executives to develop a systematic approach that will enable your team to make better decisions during strategic planning.  Steve and Denise will walk you through exercises for prioritizing your lists and steps that will reset and reinvigorate your process.  This will be a hands-on workshop that will enable you to think about your business as you use the tools that are being presented.  If you are ready for a Strategic Planning tune-up, select this workshop in your registration form.  The additional fee of $695 will be added to your total.

    To sign up, select this option in your registration form. Additional fee of $695 will be added to your total.

    New York, NY: ​​​Chief Executive's Corporate Citizenship Awards 2017

    Women in Leadership Seminar and Peer Discussion

    2:00 - 5:00 pm

    Female leaders face the same issues all leaders do, but they often face additional challenges too. In this peer session, we will facilitate a discussion of best practices and how to overcome common barriers to help women leaders be more effective within and outside their organizations. 

    Limited space available.

    To sign up, select this option in your registration form. Additional fee of $495 will be added to your total.

    Golf Outing

    10:30 - 5:00 pm
    General’s Retreat at Hermitage Golf Course
    Sponsored by UBS

    General’s Retreat, built in 1986 with architect Gary Roger Baird, has been voted the “Best Golf Course in Nashville” and is a “must play” when visiting the Nashville, Tennessee area. With the beautiful setting along the Cumberland River, golfers of all capabilities will thoroughly enjoy the golf, scenery and hospitality.

    The golf outing fee includes transportation to and from the hotel, greens/cart fees, use of practice facilities, and boxed lunch. The bus will leave the hotel at 10:30 am for a noon shotgun start and return to the hotel after the cocktail reception following the completion of the round.

    To sign up, select this option in your registration form. Additional fee of $295 will be added to your total.