Here’s a 3-step process to hire best talents

Recruiting and identifying the job candidate with the right skills for the role is a situation every business owner faces.

But actually developing a process that allows you to hire the best talent is tough. Generic recruiting and hiring processes will not always identify the perfect candidate for your business.

Using an "average" hiring process, failing to determine the skills, attributes, and traits the perfect candidate for the job will possess, can mean hiring "average" people -- and no business can afford to do that.

An example of the pitfalls of following a generic hiring process: assuming years of experience indicates a level of talent.

Most job postings include some sort of "experience qualifier": three years of experience. Five years of experience.

Those findings fall in line with at least one other study showing that only 11 percent of new hires fail in the first 18 months because of a lack of technical skills.

They've done the job. They can do the job. What they lack is the right motivation, a willingness to be coached, or emotional intelligence.

One last example of the pitfalls of following a boilerplate hiring process: reference checks. Most people check references at the very end of the hiring process (if at all).

Daniel Sillman, CEO of Relevent Sports Group, a NYC-based sports media and promotions company with more than 100 employees, flips that script.

Sillman filters through résumés, creates a shortlist of the top candidates, and then checks references before he conducts the interviews.

Create your own process to hire the best talent

1) Create the perfect job posting.

Instead of writing--or copying and pasting an example of--a generic job posting, take a step back and answer a few questions.

What primary business need will the most talented person fulfill? What measures and metrics do I (or will I) use to recognize a top performer in the role? What attributes do our top performers have in common? (Hard skills, soft skills, motivation and drive, etc.) Why would the perfect candidate want this job?

Answer those questions, and then use the answers as a guide to create a job posting that will attract the best candidates. Remember, while your initial goal is to share the opportunity widely on job posting sites and job boards, your primary goal is to connect with outstanding talent.

2) Tailor your interview questions

Maybe you'll ask a few of the most common questions. Maybe you'll ask a few of the most common behavioral interview questions. Maybe, like Kang, you'll ask one or two unusual interview questions.

Just make sure the questions you choose help you identify the perfect candidate for the role. Relevant skills. Relevant experiences. Relevant behaviors.

3) Evaluate the questions the candidate asks you

Talented people have options. They're not looking for just any job; they're looking for the right job.

During the interview, the best candidates are also evaluating you and your business.

Which means the best candidates will ask smart questions. Like:

What do you expect me to accomplish in the first 60/90 days?, What are some of the traits your top performers have in common?, What really drives results in this job?, and What are your company's highest priority goals this year, and how would my role contribute?

The best candidates want to hit the ground running. They want to be great employees. They seek work that is meaningful, valuable, and makes an impact.

The best talent wants to feel they are part of a real team with a real purpose.

Source: Inc.