2024 Interview Guide for Hiring Managers: Assessing and Securing Top Talent 

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As a Hiring Manager, your primary responsibility is to find top-quality candidates for open positions within your department or company. The success of your organization heavily relies on hiring the best individuals possible. To achieve this, the best Hiring Managers often employ various techniques that provide a comprehensive understanding of a candidate’s experience, professional background, and personality.

The aim is to gather as much information as possible to make informed hiring decisions and avoid bad hires. After all, you don’t want to end up hiring a “professional procrastinator” who spends more time on social media than actually working. Therefore, it’s essential to have a solid and effective hiring process that lands you the individuals required.

Consider this guide your starting point. We’ve gathered our most effective strategies and solutions to effectively assess and secure top talent in today’s competitive hiring market.

1. Writing an Effective Job Description

Start with the basics – did you consider that much of your target audience might not be applying for your role?  Why?

Simply put, the description reads like a list of requirements rather than an enticing opportunity that would excite potential candidates. Yes, it’s important to address the essential qualifications for the position, but also crucial not to overlook the details that candidates want to know and that can truly excite them to apply.

If your job posting fails to deliver the right information and does not engage them sufficiently, candidates will, unfortunately, hit the “Back” button instead of applying.

Key points to consider when crafting a job posting:

  • Showcase the Impact: Emphasize how the position plays a vital role in achieving the organization’s goals.
  • Company Culture and Values: Illustrate a positive and inclusive work environment that fosters growth and teamwork.
  • Career Growth Opportunities: Mention training programs, mentorship opportunities, and potential growth within the company.
  • Benefits and Perks: Unique benefits or perks can include flexible working hours, remote work options, health and wellness programs, childcare facilities, or even social events.
  • Challenging Projects: Include stimulating and innovative projects they will have the chance to work on. Ultimately, a well-crafted job posting should strike a balance between presenting the requirements of the position and communicating the exciting opportunities and benefits it offers.
  • Expert Advice: Include 3 – 10 competencies (mix of technical (skill-based), and softer behavioural skills) as they provide a clear outline of what an employer expects from a candidate to excel in the position. Every competency consists of five levels to illustrate the proficiency needed when they’re applied to a specific job.
  • Examples: Analytical ability, problem-solving, negotiation, strategic planning, and data-based decisions.
  • One step further: Align each responsibility with one of your core competencies so there is a clear connection between the skills required and the duties they will be performing.

2. Identify Top Talent in Your Industry

Traditional hiring practices have often focused solely on technical competencies, educational background, and professional experience. While these factors are important, they merely provide a glimpse into a candidate’s potential. To build a team that can adapt, innovate, and drive the company forward, you should assess an individual’s versatility and potential and go beyond just the surface.

Embracing a more holistic approach to hiring can lead to assembling teams that are not only qualified but also empowered to tackle challenges, adapt to change, and foster a culture of innovation within the organization.

An effective leader recognizes the importance of embracing differences in people. They understand the value that comes from the unique perspectives, backgrounds, and skills that each individual brings to the table. Rather than viewing these differences as potential obstacles, they recognize them as opportunities to create a blend of diverse perspectives, skills, and ideas.

Qualities and responses to look for:

  • Thinking Outside the Box: A candidate who can think outside the box possesses a unique ability to approach challenges from unconventional angles. This creativity often results in innovative solutions.
  • Initiative: The ability to take initiative is a hallmark of a proactive candidate. The initiative goes beyond fulfilling assigned tasks—it involves recognizing opportunities for improvement and taking proactive steps to make them a reality.
  • Fresh Perspectives: In a world where diverse perspectives drive innovation, the value of a candidate’s fresh outlook cannot be overstated. Individuals who can bring a unique viewpoint to the team enrich discussions, challenge assumptions, and ultimately lead to well-rounded decision-making.
  • Effective Communication: Strong communication skills are a fundamental trait of a well-rounded candidate. Whether it’s presenting ideas persuasively, listening actively to colleagues, or resolving conflicts diplomatically, effective communicators facilitate smooth collaboration and understanding among team members.
  • Company Engagement: Candidates who show genuine interest in the organization and its challenges stand out as individuals committed to their potential role. Their efforts to research the company’s history, values, and current endeavours reflect dedication and enthusiasm beyond the job description.

Questions you can ask:

  • How do you measure your success?
  • How do you handle setbacks or failures?
  • Describe your short-term/long-term career goals.
  • How did your last job fit or not fit into your career goals?
  • Example of when you provided a solution that your manager thought was creative and potentially something not known to the employer previously.

Relying solely on past performance and experience as a measure of potential can be limiting because it fails to account for an individual’s ability to excel in new or unfamiliar situations. It is crucial to recognize that some individuals may not have had equitable access to essential resources like mentoring, sponsorship, development, and advancement opportunities.

These factors can greatly impact their ability to showcase their potential and contribute significantly to an organization. By broadening your perspective and considering diverse sources of talent, you can create a more inclusive and robust leadership pipeline.

3. Consider Long-Term Potential

It’s imperative to utilize interviews to evaluate their long-term potential within the organization. Look for individuals who can grow and adapt as the company evolves. A question that should be avoided is, “If you got the job, how long do you plan on working here?” While the desire to gauge a candidate’s commitment to the organization is natural, posing this question directly can be counterproductive.

As the dynamics of the modern workplace continue to evolve, there is a growing acknowledgment that tenure alone might not be the best indicator of a candidate’s potential to contribute meaningfully to an organization in the long term. Instead, interviews should focus on evaluating a candidate’s potential to make substantial, lasting contributions to the company’s goals, culture, and growth.

Here are a few questions you can ask:

  • “How does this position fit into your career plan?”
  • “Tell me about yourself and how you ended up pursuing this field?”
  • “Where do you see yourself in the next 3 years?”
  • “How do you like to receive feedback?”
  • “What about the organization or the job description resonates with you the most?”

Some Green Flags to look out for: 

  • Their passion mirrors those of the organization
  • Look for individuals who have successfully navigated changes in their previous roles and industries.
  • They show an achievement pattern that includes promotions, awards, and perhaps repeatedly outstanding performance reviews.

Some Red Flags to look out for: 

  • It’s all about the money!
  • They left multiple previous employers due to conflicts with their managers, coworkers, or other issues arising from challenges from working with others or taking direction effectively.
  • They aren’t interested in the company’s long-term plans or mentorship/growth chances.
  • When talking about their future career, they mention things that don’t match their current role.

While it’s natural to want to ensure long-term commitments from candidates, the focus should be on identifying individuals who can contribute to the company’s growth and evolution. By asking thoughtful questions that explore candidates’ skills, potential, and alignment with the company’s values, you’ll be better equipped to make hiring decisions that benefit both your startup and the candidates themselves.

4. Cultural Fit Assessment

While it’s important to note that the candidate is qualified for the position, it’s also important to spend some time talking about their values. A candidate’s ability to perform tasks is only one aspect of their contribution to a company; their ability to collaborate seamlessly, communicate effectively, and uphold the company’s core principles is equally important.

To effectively assess cultural fit, it is essential to engage candidates in conversations that explore their alignment with the company’s culture. These conversations may touch on various aspects, such as their understanding of the company’s mission and values, their preferred working style, and their approach to collaboration and conflict resolution.

One valuable tool in this assessment process is the use of psychometric assessments like the ‘Occupational Personality Questionnaire’ (OPQ). These assessments delve into an individual’s personality traits, communication styles, and behaviour in various professional scenarios. By examining a candidate’s psychological profile, these tools provide a more comprehensive view of their potential contributions and compatibility with the company culture.

Some green flags to look out for:

  • Willingness to collaborate, communicate openly, and constructively find resolutions.
  • The candidate’s working style aligns with the organization’s expectations and demonstrates good time management and accountability.
  • Highlights their adaptability, openness to change, and ability to navigate uncertainty.

Some red flags to look out for:

  • A candidate who consistently expresses negativity about their previous workplace or colleagues.
  • The Candidate’s values fundamentally clash with the organization’s core values.
  • A candidate who emphasizes individual achievements over teamwork.
  • Inability or resistance to adapt to new situations.

Questions to ask:

  • Can you describe a work environment or company culture where you have thrived in the past?
  • Tell us about an experience when you went above and beyond to help a team member.
  • How do you handle conflicts or disagreements with colleagues in your past role?
  • Share an experience when you adapted to changes in your role or projects.

Cultural fit assessment does not imply a one-size-fits-all approach. Each company possesses its own unique culture, and what constitutes a suitable fit may vary significantly from one organization to another. Therefore, organizations must explicitly define their culture and values, allowing them to accurately evaluate candidates against these criteria.

5. Creating a Positive Candidate Interview Experience

  • Clear and timely communication: Keep candidates informed at every stage of the process. Provide updates on the status of their application, interview dates, and any changes in the process. Promptly respond to their emails or inquiries, demonstrating respect for their time and interest in the position.
  • Personalized approach: Recognize that each candidate is unique and tailor your interactions accordingly. Address them by their name, show genuine interest in their background, and highlight specific aspects of their skills and experience that align with the role.
  • Prepare candidates for the interview: Help candidates feel more at ease by providing them with detailed information about the interview. Provide candidates with information about what to expect during the interview, including the format, whether it’s an in-person, video, or phone interview, and the duration. Inform them of the interview duration and any specific requirements, such as technical assessments or presentations, allowing them to adequately prepare. These Interview preparations can be created once and used as a template for all candidates. This can be easily administered by someone on your team before each interview.
  • Professional and welcoming environment: Ensure that the interview setting is professional, well-organized, and free from distractions. Greet candidates warmly, introduce them to the interviewers and create an environment where they feel comfortable showcasing their abilities.
  • Provide insights into company culture and values: Use the interview as an opportunity to share insights into your company’s culture, values, and mission. Candidates are not just evaluating the job; they are also considering if they can see themselves being a part of your organization’s culture.
  • Allow candidates to ask questions: Encourage candidates to ask questions throughout the interview process. This demonstrates your openness to their concerns and shows that you value their input.
  • Respectful and timely feedback: After each stage of the interview process, provide candidates with constructive feedback, whether they progress to the next round or not. Timely feedback shows respect for the candidate’s time and effort invested in the process.

Remember that a positive candidate experience not only creates a lasting impression but also plays a crucial role in attracting top talent, enhancing your employer brand, and increasing the chances of securing the best-fit candidates. Treating candidates with respect and care throughout the hiring process will reflect positively on your company and help you build a strong and diverse team.

STRIVE is a specialist recruitment firm offering proactive recruitment solutions in the areas of Accounting & Finance, Corporate Administration, and Manufacturing Operations. STRIVE supports various clients from small to medium-sized enterprises to Fortune 500 organizations for their permanent, contract, and temporary recruitment needs. Our team of experienced recruiters uses a range of sourcing methods to identify and attract high-quality candidates who meet your specific requirements. We manage the entire recruitment process from start to finish, including candidate screening, interviewing, reference checks, and offer negotiations.

We have access to one of the world’s best AI-powered Talent Intelligence platforms and have a deep understanding of the local market and its intricacies, allowing us to identify the most suitable candidates for your specific requirements. Our mission is to uncover talent that will fit the role, the team, and the future vision of the organization.

How to Recruit and Retain Top Talent in 2024

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What will the world of recruitment look like in 2024? This is a question that no one knows for certain. However, after gathering insights from credible industry leaders and professionals, we can make some comprehensive predictions.

2023 was a transformative year for the recruitment industry – an astounding number of tech layoffs, government intervention in pay transparency, and rapid technological advances – led talent acquisition teams to be faced with talent shortages, a shrinking job market, and unrealistic salary expectations.

Let’s look at what key trends will be used to navigate this new landscape in 2024. 

 

1. Investing time and resources to hire top talent in your industry.

This may seem like an obvious trend since no company sets out to hire low-quality candidates, however, the pool of talent is large and finding those star candidates takes time and resources. Many hiring managers admit that it takes months, sometimes years to foster relationships with sought-after talent in their industry. Having these relationships is key, as top talent typically isn’t available at the specific time of a vacancy. Recruiting is an investment worth making before and during the hiring stage to avoid issues down the road. Taking steps to ensure you are hiring talent of quality, leads to higher retention rates, maximizes productivity, and contributes to revenue.  

 

2. Understanding employees’ needs and optimizing performance. 

Satisfying employee needs plays a pivotal role in a business’s success, however, those needs have shifted since the COVID-19 pandemic. Although much of the world has gone back to life as normal, working professional’s expectations have changed. Remote work became the norm for many, blurring the lines between office and home. The traditional 9-to-5 routine shifted, allowing for more flexible schedules to accommodate individual needs, and virtual meetings replaced in-person gatherings, creating a reliance on digital communication tools. Ensuring that your company has adopted these new practices is imperative for recruiting and retaining top talent.  

 

3. Investing in workplace culture to increase retention. 

The employee needs stated above are now considered the bare minimum. To attract talent of quality, you must have a strong company culture, by cultivating a team of people who share common workplace beliefs, values, attitudes, and purpose. Flashy benefits such as team events, company trips and bonuses get new hires’ foot in the door, but a consistent and healthy company culture retains them. The opinion of your current or past employees also plays a significant role in the decision-making of a prospective candidate. Many top employers conduct regular employee surveys to understand their employees’ cultural priorities, as well as utilize their alumni for testimonials that provide credibility to their company’s claims. This is not only beneficial for hiring but also for the company’s overall brand perception.  

 

The overall key trend for 2024 is retention, retention, retention. Putting in the time and resources to attract and recruit top talent and retain them, increases your company’s positivity, productivity, and revenue. 

What You Need to Know About BC’s Pay Transparency Act

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The days of applying for jobs without clearly outlined wage or salary expectations have come to an end. As of November 1, British Columbia’s new Pay Transparency Act (the Act) is in effect. But what does this mean for employers?

Employers will be required to state salary and wage information on all publicly advertised job postings, including “the expected pay or the expected pay range.”  They, however, will not be required to disclose bonus pay, overtime pay, commission or benefits.

The Act passed on May 11, is a response to employee discussions surrounding pay reporting and pay reposting obligations.  It is also hoped to aid in lessening the gender pay gap, with 17% of BC women earning less than men in 2023.

However, some are concerned this could negatively impact businesses. In an interview with CityNews, James Kondopulos, a founding member and Partner of Rober Greyell LLP, acknowledged the validity of the issues the Act is attempting to address but feels some businesses are at risk of drowning.

No matter their opinion, employers must comply with the newly outlined obligations to avoid agency investigations, lawsuits and civil penalties.

If you have any questions or would like to discuss how STRIVE can assist you in navigating these new requirements, please reach out to mackenzie@striverecruitment.ca or give us a call at 604-336-8844.

Permanent Recruitment: What is it? Benefits, Drawbacks, & More

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If you haven’t heard the term ‘permanent recruitment’ before, you’re probably able to guess what it means. Permanent recruitment is simply a long-term hire, as opposed to contract work or other temporary recruitment. But what does that mean for both the employers and employees?

As you know, people are the foundation of any company. Without them and their ideas, your company isn’t much. That’s why hiring the best and brightest, while retaining them as permanent employees, should be a top priority.

From an employee’s perspective, a permanent position means stability and reliability. But on top of that, in order to create a more permanent situation, the role should be one in which the employee can succeed, grow and develop. Plus, it doesn’t hurt to find an attractive pay and benefits package.

In this article, we’re going to answer some big questions about permanent recruitment from both the employers’ and employees’ perspectives:

What is permanent recruitment?

Feller sitting at his laptop

Permanent recruitment is the process of finding and hiring job candidates for the long term. These candidates should have skills, talent, and expertise, allowing them to fit into permanent roles and make a positive impact on the company. Alternatively, some job candidates could be young or fresh out of school. When hiring these employees, you’re forgoing experience in the short term in hopes they learn and grow down the road.

Permanent jobs are best designed for employees with longer-term goals. If either the company or the employee doesn’t know where they’ll be next year and has no plan, it might not be a good fit. On the other hand, if values are aligned, both employees and the company can grow together in a more permanent situation.

Benefits of permanent recruitment

Business woman pointing with pen

The first benefit of permanent recruitment is the continuity and longevity it can yield. For employees, that means they can remain in the same position for years while feeling a sense of security. There’s no need to be constantly looking for the next opportunity. As an employer, by investing in someone for the long term, you can recoup the initial costs of hiring and training, avoid the costs of new hires, benefit from employee buy-in and move closer to fulfilling the company vision.

Another big benefit to consider is the workplace culture with people moving in and out of a company like a revolving door, there’s really no chance for a culture to develop. And if it has, it’s probably not a strong or healthy one. By hiring permanent workers with similar values, you can retain personnel that are still with the company 5, 10 and even 15 years down the road. That type of situation creates a highly potent workplace culture. With shared values, belief systems and attitudes that have been cemented over time, your workplace culture can help you meet business goals and attract top talent going forward.

The third benefit of permanent recruitment we’ll focus on is the opportunity for advancement aspect. As a contract or temporary worker, this is virtually non-existent. But for permanent employees, there’s a real opportunity to grow with the company and get rewarded for it. With elevated skills and experience, the company may promote you to new highs, complete with sweeter perks and heftier pay. But the advance is good for the company too. With employees eager to climb the ranks, companies can maintain a healthy pool of qualified candidates for leadership positions armed with fresh ideas and years of experience.

Drawbacks of permanent recruitment

Legal document signing

Perhaps the biggest drawback of permanent recruitment is the permanent part. Of course, nothing lasts forever, but a bad hire can cost a business. Through the good times and the bad, including time for training, companies committed to paying the salary and benefits. Often enough, the standard 90-day probationary period may not be enough time to gauge whether the employee will be a good fit or not in the long run. To avoid the costs of a bad hire, termination and re-hiring, businesses need to ensure their recruitment process is efficient and effective.

Another thing to consider when hiring for permanent positions is the compensation obligations. Permanent employees will ask for not only a competitive salary but a benefits package. This benefits package is not required under Canadian law for contract or temporary workers, but for permanent hires, there is vacation time and sick time, plus medical insurance, dental, bonuses and other extra time like personal days.

Our final drawback to think about is turnover. Turnover stings, but it will even more so when a key employee leaves who’s been with the company for 15 years. They will leave a massive hole that will be costlier to fill. There will be significant training demands to replace that person’s depth of experience, plus an extended recruitment period to make sure the replacement is up to the same standard.

If you’re looking for a permanent job opportunity:

waterfront city skyline

If you’re a job candidate looking for a permanent job opportunity, it all starts in the interview process. You’ll need to communicate the fact that your values align with that of the company and that you’re determined to stick around. One way to do this is by making sure to ask quality questions during the interview, which can demonstrate your interest, motivation and attentiveness.

It will also help to have a recruiter in your corner. STRIVE Recruitment can work with you to bolster your resume before helping you find the permanent position you’ve been hoping for. Whether you’re looking to join a small, private company or a Fortune 500, we can help. Contact us today to get started.

If you’re looking to hire permanent employees:

Rather happy fellow looking out from a balcony

If you’re a business looking to hire permanent employees, a permanent recruitment agency can be your best friend. At STRIVE Recruitment, we have a proven track record of filling roles in 3-10 days (20 days for senior roles), specializing in Accounting & Finance, Corporate Administration and Manufacturing & Operations placements across Canada and the US.

To find your next permanent employee, we’ll guide you on best practices for job descriptions, salary ranges, compliance and screening processes, interviewing and negotiation before helping you land your next all-star player.

How to Retain Your Best Employees in 2023

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The cost of high turnover for a business can be crippling. When someone on your team quits, you have to start all over again with the recruiting and hiring process, which can be long and drawn-out, taking precious time away from other members of your organization who could be doing something more productive. Once you’ve […]

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Attracting and Retaining Top Talent

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In today’s competitive job market, attracting and retaining top talent is crucial for the success and growth of any organization. The cost of losing skilled employees can be significant, both in terms of financial resources and the impact on productivity. To avoid these risks and create a thriving workforce, companies must focus on implementing effective strategies to hold on to their best employees. In this blog post, we will explore five key ways to retain top talent. 

Opportunities for Growth and Development 

Offer opportunities for your employees to enhance their skills, pursue certifications, attend conferences, and participate in training programs.  

Top performers are often driven by personal and professional growth. By providing ongoing training programs, mentorship opportunities, and career advancement paths, demonstrates our commitment to the employees’ growth. This investment not only enhances employee skills but also increases their engagement and loyalty. Encourage employees to set personal and professional goals, and provide the necessary resources to help them achieve those goals within the organization. 

Recognition and Rewards 

Recognize and reward the achievements and exceptional performance of your employees. Regularly acknowledge their contributions through verbal praise, written appreciation, or public recognition. Consider implementing a formal reward and recognition program to encourage and motivate them. 

Celebrating success reinforces a sense of appreciation and boosts morale. 

Regular Feedback and Performance Reviews 

Conduct regular performance reviews to provide constructive feedback and set goals for improvement.  

Establish a structured feedback system that promotes open and honest communication. Managers should conduct regular performance reviews, setting specific goals, and offering constructive feedback.  

This process allows employees to understand their strengths and areas for improvement, fostering continuous growth. Regular check-ins also enable managers to address any potential issues proactively, enhancing employee satisfaction and retention. 

Positive and Inclusive Company Culture 

When employees feel a sense of belonging and enjoyment in their workplace, they are more likely to stay committed and loyal. Creating a company culture that aligns with the values and aspirations of your employees is crucial. This involves fostering an environment where diversity and inclusion are celebrated, and where everyone’s voice is heard and respected.  

Encouraging social gatherings, both formal and informal, can also contribute to building a strong team spirit and fostering positive relationships among employees. Whether it’s organizing team-building activities, celebrating milestones, or simply having regular social events, these opportunities for social interaction can enhance camaraderie and create a sense of belonging within the company. 

Work-Life Balance and Flexibility

Maintaining a healthy work-life balance is crucial for employee well-being and job satisfaction. Provide flexibility in work hours, remote work options, and consider implementing policies that promote work-life balance. Encourage employees to take vacations and personal time off to recharge and avoid burnout. Offering family-friendly benefits, such as parental leave, can also be instrumental in retaining top talent. 

By implementing the above strategies, you can significantly improve employee retention rates, boost productivity, and maintain a competitive edge in today’s dynamic job market. Remember, the investment made in retaining top talent is a long-term investment in the success and growth of your organization. 

6 Big Hiring Trends to Watch for in 2023 & Beyond

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For businesses looking to hire talent in 2022, it was a rocky year. In the aftermath of the pandemic, employees began jumping ship in numbers, remote work took over, and several industries experienced labour shortages. That combined with hints of a coming recession made 2022 difficult to recruit new talent.

If 2022 was any indication of what’s coming for 2023 and beyond, there’s a lot of change on the horizon. In this article, we’ll seek to uncover and explain some of the most significant hiring trends facing employers in 2023, so you can aim your recruitment strategy in the right direction.

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Best Practices to Avoid Recruitment Fraud

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Recruitment Fraud Notice 

We have recently become aware of multiple reports of individuals claiming to represent our company, and we want to ensure that our clients and candidates are well-informed on how to identify and respond to any incidents that may compromise their safety or privacy. By making you aware of this, we hope to avoid and ultimately stop victims from falling for this fraudulent activity.

*Please do not provide any personal or financial information and do not send any money to anyone you suspect of recruitment fraud. 

How to Identify Recruitment Fraud:

  • You receive a message on WhatsApp, or another online messaging service or platform.
  • You are asked to send any sort of payment (We will never request payment from candidates.)
  • Our email communication will only ever come from a @striverecruitment.ca domain. We will never contact you through Gmail, Outlook or any other free online mail service.
  • The job posting is not posted on the official company’s website (If you have doubts about the legitimacy of a job posting, call the company directly to confirm its legitimacy).
  • You receive frequent and aggressive calls, attempting to pressure you to make a decision.
  • The messages often contain numerous errors in spelling and grammar, or the provided contact information lacks consistency.
  • Always research the company before applying for a job. Check its website, do an Internet search, and search for reviews on Glassdoor.
  • We list all of our employees on our official website under the Meet Our Team page. If you receive a message from someone claiming to be from our company and are unsure if they are an employee, you can check our website to verify their identity. 

For Canadians who are a victim of recruitment fraud:

  1. Reach out to your bank or financial institution for assistance.
  2. Report it to your local police
  3. Report it to the Canadian Anti-Fraud Centre (CAFC), even if you haven’t suffered any financial loss. Your report will aid law enforcement in investigating cybercrime.

Find out more:

Below are additional resources that offer information regarding employment fraud. They can help you learn how to identify fraud and provide guidance on what steps to take if you or someone you know becomes a victim:

To report any suspected recruitment fraud, please email mackenzie@striverecruitment.ca.

What to Look for in an All-Star Manager

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An excellent manager can make or break a team. Whether you’re in an office, on a construction site or on a football field, the power of good management is evident in the way your team behaves, communicates and performs.

The manager is responsible for guiding your team, setting the standard for what’s expected and what’s frowned upon, and making key decisions. These individuals are crucial to the success of your team. Your people want to do their best work, and they know how much of a difference good management can make. It may be easier said than done, but all you have to do is find the right person to fill those shoes.

In this article, we’ll break down some of the biggest green flags and soft skills to look for in a people manager. If you’re on the hunt for a new manager to empower your team to reach their full potential and lead them towards greatness, this article is for you.

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What Makes an All-Star Employee? 9 Traits to Look for in Job Interviews

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Hiring is tricky. There is unspoken yet significant pressure on the person responsible for filtering candidates and ultimately choosing one. A bad hire is a big waste of money. So it makes sense that employers go to great lengths to attract top-tier talent, and will go to even greater lengths to hire and retain that person. The challenge is distinguishing between the bad apples, garden variety, and the all-stars.

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