Provisional Blog

If your business is like most, your competitive edge depends on your ability to innovate. But innovation doesn’t appear out of thin air; you have to have people with not only the right skills, but also the ability to apply those skills to real-world commercial objectives.

So how can you recruit innovative people?

First, you have to know what to look for during the hiring process. According to researchers from Harvard Business School, Insead and Brigham Young University, the following are 5 key skills shared by innovators:

1. Associating: Ability to make connections among seemingly unrelated ideas
2. Questioning: Curious by nature and regularly questioning the status quo
3. Observing: Propensity to observe others and gain insight through those observations
4. Experimenting: Frequently visits new places, tries new things, and seeks new information
5. Networking: Networks with those who come from diverse backgrounds and perspectives

But with just a resume and an interview to go on, how can you really tell if your next recruit is going to exhibit these traits – and be a strong innovator? Here are some ideas to help:

• Let your network of colleagues and employees know the kind of person you’re looking for and ask for solid referrals. When you go this route, you’ll be able to interview candidates who you know have demonstrated their creative thinking skills to whomever referred them.
• Follow the likes of Google and Microsoft, and create a contest focused on solving a real problem your company has. You’ll attract a large number of innovators and may even find a creative solution to your problem along the way.
• True innovators are attracted by…well…innovation. So if yours is an innovative company, then emphasize that trait in your job posting. Let candidates know your culture encourages employees to innovate and take risks. Also make sure the Careers section of your website reflects your culture of innovation.
• Most resumes usually look the same. But when an innovator is applying for a job, they may take an out-of-the-box approach. Don’t ignore their efforts, even if it bucks the traditional approach! After all, when you’re looking for innovators, you want to make sure your recruiting process allows for innovative applications.
• Similarly to the contest idea, once you’ve narrowed your list of candidates down to a few, ask each one to provide a solution to a real problem your company is experiencing and present their proposal to you and your team.
• People who are truly innovative are in high demand. That means they are less likely to put up with the hiccups in your recruiting process, a slow hiring decision, and a less-than-stellar candidate experience.

If you’d like some assistance hiring innovators, Provisional can help. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we have the knowledge and experience required to recruit top-tier professionals that can make a positive impact on your business performance. Contact us today if you’d like to put us to the test.

The hiring process can be both long and tedious. And some Spokane companies are at a loss of where to even begin. But, when it comes to staffing, time is of the essence and you need to have an efficient process in place to find the people you need, when you need them. So, with that said, here are 7 tips for streamlining your company’s hiring process:

1. Create a job posting that is both clear and concise. Include a job title, job responsibilities, and requirements in terms of education and background. Also be sure to include a clear call to action.

2. If you do employ job boards to find candidates, try to use ones that are focused on your particular industry or niche. The last thing you want is to get hundreds of irrelevant resumes from unqualified people. So try to be as targeted as possible in terms of where you place your job posting.

3. Create an interview schedule. Develop a timeframe in which you’d like to screen resumes, interview candidates, and make a final hiring decision. If multiple people are going to be interviewing candidates, then make sure everyone can be present at the set interview times so candidates don’t have to come back (unless it’s for a second interview).

4. Be prepared to hire a great candidate. You may be surprised if one of the first candidates who walks through your door seems like a great fit. You may even want to hold off on an offer until you interview a number of other candidates. But if that person checks out and has solid references, then don’t let him or her go. They may be offered another opportunity while you’re busy interviewing other candidates.

5. It’s not all about you. A great candidate has to want to work for your firm before they will accept an offer – and it’s your job to sell your company to them. So what makes you unique? Why should they want to work for you?

6. Evaluate other communications. If, after the interview, you exchanged emails with a candidate, was the correspondence clear and professional? Did they do a good job of conveying what they can bring to the table?

7. Get help from a Spokane staffing firm. Don’t be afraid to connect with a staffing firm to get help with the hiring process. You can save both time and money by using a firm who has expertise in recruiting, screening, interviewing, and testing so that you can simply select from the top few candidates.

If you’d like to learn more, please contact Provisional. As a full-service staffing firm in Spokane, we can help you find the specialized talent you need – quickly and affordably.

As a leading Northwest staffing firm, we know that great hires help you develop a strong and productive company. Bad hires, on the other hand, sap time, energy, and resources. So how can you prevent a poor hiring choice? By avoiding these five mistakes:

Mistake #1: Hiring someone for the wrong reasons.

This is a common mistake. But don’t hire someone because they are a friend of a friend or because you went to the same college together. Make sure you stay focused on hiring the very best candidate for the position.

Mistake #2: Overlooking candidates without advanced degrees.

It’s easy to be impressed by candidates who hold advanced degrees, however there’s no substitute for real world experience. So unless an advanced degree is crucial for the position, don’t overlook those candidates who don’t have a bunch of fancy letters after their name, but who do have a proven track record of success.

Mistake #3: Not checking references.

This is one easy step that too many companies fail to take. But by carefully checking references, you can help avoid hiring mistakes. One critical question to ask each reference: “If you could hire or work with the candidate again, would you?” Any hesitation is a telltale sign.

Mistake #4: Having a long, drawn out decision making process.

Hiring is a big deal and the last thing you want to do is make a bad hiring decision. However, if you told a candidate you’d be making a hiring decision by the end of the week, stick to your schedule. If you don’t, you’ll lose the respect of the candidate and gain a bad reputation in the process. So whether you’re ready to hire, or want to cut a candidate loose, it’s important to make a timely decision.

Mistake #5: Rushing the hiring process.

On the flip side, you don’t want to rush your hiring decision either. Before you start interviewing candidates, set a reasonable time schedule in which you’d like to complete first round interviews, invite a small group back for second interviews, and ultimately make your final hiring decision. It can be tempting to just “go with your gut” about a certain candidate, but a hiring mistake can be a nightmare if you don’t follow proper protocol and meet with at least 4 or 5 candidates first.

If you’re not feeling overly confident about your hiring abilities – or if you simply don’t have the time to put into sourcing, screening, interviewing, and recruiting – then it may be time to hire a staffing firm. Since 1994, Provisional has been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire professionals with companies in Seattle, Spokane, and Coeur d’Alene.

Contact us today. We’re ready to help you find the people you need.

Small Business Research Services EquityNet can perform a range of research service reports on your emerging venture including a market analysis, competitive analysis, intellectual property analysis, technology analysis, opportunity assessment or a tailored combination of topics.

	Small Business Research Services EquityNet can perform a range of research service reports on your emerging venture including a market analysis, competitive analysis, intellectual property analysis, technology analysis, opportunity assessment or a tailored combination of topics.