Diabsolut employees, or as we like to call them, ‘Diabsoluters,’ are the best; sweet and simple. I am responsible for Talent Acquisition and Human Resources, but I am only slightly biased.
Our last client satisfaction survey revealed that 97% of our clients either agree, or strongly agree, that Diabsolut personnel have a deep understanding of their product and of its proper implementation. Our internal engagement survey revealed, by a long stretch, that Diabsolut’s greatest asset is its staff. We’re just that good!
So, how did we end up with the most dedicated employees on the planet? What’s the secret? Well, for starters, I failed my interviewing class. Alright, no, I didn’t, but I certainly didn’t ace it. Something about that class just irked me. It seemed too systematic a process to use on people, humans (hello, HUMAN resources!). I rebelled, set out to do things differently. Luckily, it worked!
I treated recruitment like I did my love life and ended up with not only the best husband in the world, but the best employees too.
Know What You Want:
That’s why dating sites work! Get to the point. I’m not saying be picky. No, in fact, you should be flexible with most of the characteristics you are looking for (both in love and life); ask yourself the hard questions before establishing your requirements. Second guess that section of your job description. Why does this role really require 15 years of experience in the field? Why is a University degree a prerequisite? If you can come up with solid answers to these sorts of difficult questions, then your requirements are concrete.
Prepare for Your First Date:
Once you’ve found the matching candidates (whether actively or passively), review their profiles in depth. Flag the things you want clarifications on. Have a screening call; get the systematics out of the way. This might be where a checklist or set questions might be useful. If all is clear, go on your
first date interview. Having knowledge of the resume and all other documentation sent to you shows the candidate that you are invested in the process. At this point, put the checklist aside and just have an open conversation. For example, by now you should already know where the candidate obtained SAP experience. Delve deeper.
Delving Deeper: Asking the Deal Breaker Questions Right at the Start:
To do this, you should have a clear understanding of what’s important to you as an organization. What are your core values? What is your deal breaker? How many times have you heard of love stories breaking down because one partner may or may not want a child? What about differing religions or beliefs? This is the same concept. Some of Diabsolut’s core values include: Teamwork, Integrity, Partnership and Entrepreneurship. Are the candidate’s core values conflicting? Find a way to understand their personal values and how they work (or not) with your organization’s values.
Love at First
Follow your gut. There’s no science behind this. Just follow your gut. If your gut tells you something about the candidate doesn’t add up, do your due diligence, ask the questions, complete a background check; get to the bottom of it or drop it. Like with any relationship, start with trust and go from there, but if there is a lack of trust from the beginning, your relationship is starting off weak and lined up for failure.
Work at It and Value It:
Once you’ve found that perfect fit, work at it and value it every day. Make sure to communicate openly to understand what might be going through their minds, what they might need or what they might be lacking. As an organization leader, you should try to have a touch point with most of your organization’s employees from time to time, even on an informal level. As a people manager, you should reach out to your employees without having to wait for them to come to you with issues. Busy as you may be, this is vital! Schedule the time in your calendar if you have to. If you are in HR, find ways to understand your evolving organization’s needs. These retention strategies could include engagement surveys, open forums, anonymous commenting platforms, or a Diabsolut favorite, one on ones! Go on a day date, grab coffee, lunch, or even go for a walk.
So, do you need help getting those premium employees? Find out how our Talent Acquisition Team can help.
Think you’ve got what it takes to be a Diabsoluter? Check out our careers page!