To evaluate how well a candidate will fit in with the team, There are plenty of things you
before you start recruiting, brainstorm the keywords that can easily forget to assess when
describe your team and the culture. For instance, it may be a interviewing for new talent. It is not
very close-knit HOA where everyone is very friendly and team- just skills and experience, but also soft
spirited. Therefore, you should look for these attributes in your skills, traits, personality, ambition and – most
candidate during the interview. important – cultural fit. These factors are harder,
but not impossible to assess and if you pay attention
Prepare some questions that can reveal whether the candidate to this, you increase your chances of finding, and more
possesses the traits that could make them a good fit. For importantly retaining the best candidate for the job.
example, if you require a team-spirited individual, you would ask
questions like ‘How would you describe your style of working?’ Once you have acquired your talent, you need to train and
or ‘Can you give an example of a time when you worked well develop that talent, as individuals and as a team. Workforce
in a team and what do you believe made that a successful learning and development are an absolute must. No matter
working relationship?’It may also be a good idea to introduce a how talented and experienced your staff are, ongoing training
candidate to other people in your team and let these colleagues and development are imperative. This, used in conjunction
know what exactly you are trying to gauge. This way they can with clearly defined roles and competencies, clearly outlined
ask the right questions and provide feedback to you on how career pathways, mentoring and performance/evaluation
well they think a candidate would fit in. tools, should ensure that top talent remains the best and that
a management team becomes a powerful force in the industry.
How to assess career goals and ambition This, in turn, ensures that the team has the best experience
Think about the opportunities available in this role. For After acquiring talent and investing time and money in training
instance, there may be scope for the successful candidate to and development, one needs to retain that talent. Making
develop their skill set and progress in their career within your an HOA a great place to work is not rocket science – you
HOA. Will this candidate take advantage of the opportunities simply need to value people beyond their salary. Engaging
available? Ask them questions like ‘What are you looking for in and empowering all staff members, communicating well and
this role?’ and ‘Where do you see yourself in the next xx years?’ showing appreciation daily really do help.
possible.
You should also find out what their expectations are for training
and development opportunities, and if there are any directions Unfortunately, there is no standard formula to prevent the
in which they would like to develop. best employees from searching for greener, more profita