In today’s world leaders are worried about the human capital that it will take to fuel their organizations.

HR planning is complex process that starts with strategy: there’s no reason to hire one person, or place one person on your team, unless you know what value you want to create. So strategy, it always comes first.

First you identify the strategies that will grow and sustain your team or your company. Then it’s critically important to identify the positions that create the value in your company.

In order to attract people to your company, you need to have what we call a recruitment brand.
Just like a person needs to be able to tell others who they are and what they stand for, you have to be able to articulate your employer value proposition. Who are you as a team? Who are you as part of the company or a department in that company? Who are you as a company? What is the company, the department, the team? Who are you known for?

Psychological Academic Research tells us that first impressions matter.
Judgments happen between 8 and 17 seconds of seeing a person.
Of course, we can change those first impressions, but those first impressions really matter.
Results from 86 independent samples indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others.

Are you and the recruiters able to first make a great first impression, are you able to detail the position clearly enough to describe what a day in the life of this person would be if they came with you? Do the recruiters fit the culture of your team or your company? Are you passionate and able to attract the right person?

Unfortunately we are predisposed to pick people who are most like us, but that’s poor strategy. Diversity is a key value nowadays.

Researchers studies the validity of 19 selection procedures for predicting job performance and they found intelligence tests are the most effective, followed by behavioral interviews. Both recruiters and candidates don’t consider IQ tests an appropriate choice, so behavioral interviews are a good alternative to select the most likely people to be high performing.

After selecting the best for your position you want to assure they get their right start. The right start even before day one. Onboarding is critical. It’s the process of indoctrination and assimilation, it’s where you’re able to transfer the culture of the organization to the person who is joining, the skills and knowledge that they’ll need.

You spent a lot of time and money getting them there, you want to engage them and you want them to be productive on day one.

The data is quite startling. It’s almost shocking: 4% of employees leave on the first day if the first day is poorly executed and 22% of all turnover happens in the first 45 days!

Notes from: Leading People and Teams Specialization