Finding the Right Fit for Your Team

Visionary leaders thrive on fresh insights. Here at Kane, our fresh insights start with an expert team passionate about communication. Over the past two years, Kane has seen an exponential increase in talent to meet the needs of our growing client base. As an organization seeking new team members, one of the highest priorities outside of skill and expertise is finding an individual who is the right fit for your team. 

"An organization can have strong leadership, provide a fantastic product or services, but without great employees, that organization will struggle to reach its potential," said Kimberly Kane, president and CEO. "At Kane, we find the people who are vital to our success, live our values, are driven to create solutions and are optimistic even in the face of challenge."

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Interviews are sometimes seen as high-pressure situations for the candidate, but as an organization, interviews are an opportunity to showcase your organization's values, beliefs and work. What do you have to offer to make a candidate excited about joining the team? Being the interviewer on the other side of the table (or nowadays, the screen), one of your goals is to not only make sure the candidate is a good fit for the organization, but also the organization is a good fit for the candidate. 

"That's the magic of a really good hire - when both the organization and the candidate are a match for skillset, culture, and quality of life," Kane said. "I think candidates should feel empowered to press in each of these areas when interviewing for a job, the tough questions and expectations shouldn't come just from the employer. Ultimately, you're forging a relationship that could last for a long time."

According to PR Week, “A great atmosphere inspires great work.” I would also add, a great atmosphere attracts great workers and retains great talent. 

As you review candidates, look for someone who can deliver when it matters most. As an organization, it is your responsibility to foster a work environment where your team can deliver. As you seek candidates ask these questions of your organization: 

  • Are we providing an opportunity that is challenging and rewarding? 

  • Are there opportunities for professional development? 

  • Are we open to fresh insights and perspectives from new teammates? 

  • Do we foster opportunities for our team members to feel empowered and accepted not only in the workplace but also in the community? 

These are sometimes difficult questions for organizations to answer, and outside council may be necessary. 

Developing campaigns and communications strategies around recruitment and retention is one of Kane’s specialties.

With behavioral health needs on the rise and a nationwide nursing shortage on their hands, Milwaukee County Behavioral Health Division was experiencing an extreme shortage of nurses. Kane Communications Group created a media campaign to address rumors of the hospital’s closure and to increase the number of qualified nursing applicants. This recruitment campaign solved long-stemming vacancy issues. 

As trusted advisors, we guide clients through recruitment and retention campaigns. For more information on how Kane can help you build your team, contact us.

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