Best Hiring Practices: Finding a Flawless Fit for the Organization

The ability to attract and retain high-level associates has become a primary focus in multifamily, where a competitive employment environment continues to persist. Organizations can best position themselves for success by getting it right from the start—in the hiring process. That concept might sound simple enough, but the industry often experiences a significant disconnect regarding associates hired by organizations compared to what the companies genuinely need. Incorrect hires force a company either to move forward with an obtuse fit for the position or begin the hiring process again at square one. Fortunately, several tools are available to help minimize mistakes in the hiring process. Here is a look at some of them, with the idea that they can be most effective when used in conjunction with one another: CliftonStrengths Behavioral assessment tools take much of the guesswork out of determining personality traits from an application and brief interview. CliftonStrengths, developed by Gallup, assesses 34 “strength themes” that everyone possesses to one degree or another, and pinpoints an individual’s top 10 themes. This helps predict potential work behaviors and can more accurately identify those who are execution-driven, strategy-minded, exert influence or possess a range of other professional skill sets. Companies can use CliftonStrengths as the first filter to make certain that a potential hire’s skills align with the role the company is seeking. Naturally, an accurate job description on the front end helps make this process of finding viable candidates more efficient. As an industry veteran who has observed a handful of…