How to Find and Keep Your Rock-Star Employees

By Candice Bernardoni

Let’s be honest: it can be difficult to identify potential employees with that "it" quality that makes them true rock stars. Even the Beatles were once told they would be nobodies, and look how that played out. Finding great staff is not easy and can sometimes be as fun as doing a week’s worth of laundry in the middle of a tropical downpour. Here I want to share with you how I’ve learned to turn this downpour into a ray of sunshine when recruiting and keeping rock-star employees in my business.

Keys to hiring and keeping your rock-star employees

1. Look at life experiences

For the most part, employers only have resumes to go off. Sure, a candidate's skill set most definitely helps, but it is only one aspect of a person. When I am looking to employ a new team member, I first look at their life experiences. This tells me a lot. Also, being overqualified for a job does not necessarily make a person the best contender.

2. Listen to your gut

Something I may do differently from others is that I listen to my gut. If I know someone is able to perform a role, but there is no spark between us, it is a no-go. It’s a bit like a first date—there must be chemistry. Listen to your first gut instinct every time and never settle.

3. Consider paycheck versus passion

Read between the lines about why a person is applying for a job with you. Are they only looking for a paycheck or are they truly passionate about joining your company? For me, passion will get someone hired every time. Attitude is everything!

4. What's the potential for growth?

During the interview, ask potential rock-star employees where they want to take the role they are applying for. What excites them? What is their genius? If there is an area where a candidate shows extra interest, nurture that interest as it may be a skill that not only gets your employee excited, but may help take your business to greater heights. If an employee is happy in their role and is given opportunities to grow in their position, they'll be more likely to make a difference at your company.

5. Is there a thirst for knowledge?

Ask candidates if they are open to learning new skills. Are they willing and prepared to take on additional training? What do they require to stay stimulated? Ask them to research new things they'd like to learn so that they “own” and take responsibility for their personal development.

6. Can you promote in-house?

I am very much in favor of recruiting in-house. If one of your team members wishes to explore another role in another department, encourage this. This can be a win-win for both you and your employee: Since the employee already knows the company, it saves you having to go outside and fill the position. In addition, your team members will feel valued and trusted because you have not overlooked their future potential.

7. Know that like attracts like

Generally, like-minded people hang out with like-minded people, so when you are looking for new employees, talk to your staff. Ask them if they can recommend someone for a position that may be coming available.

Also, if people see that their friends are happy at a company, they will often want to be part of it, too.  It's the best feeling to have a "waiting room" of people wanting to join your company!

8. Treat your team members as well as your customers

How a business treats its customers is often a sign of how it will treat its employees. If your business has great customer reviews, this is usually a solid indication that the employees are happy. Customers are happy when they receive great customer service, and this starts with happy staff.

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9. Remember patience is a virtue

Be patient with your new recruits. Rome wasn’t built in a day, and if you are expecting your new employee to set the world on fire within the first few weeks of employment, you are setting yourself up for disappointment.

It can take three to six months for a new staff member to learn not only their role, but also how their new employer works. It is important to get to know the quirks of your new team member and work to their strengths. Get to know people by spending one-on-one time with them.

10. Be upfront about expectations

Ensure job descriptions are accurate, up-to-date, and explained fully to new team members, so they know exactly what it takes to be a rock star in the position.

11. Hire the enthusiasm and teach the skill

You want to hire people who have enthusiasm and then teach the skill. You can’t do it the other way. Hire people who are problem solvers, not complainers, and have positive outlooks. A bad attitude from one person can filter through a business and ultimately cause harm internally and externally.

Has the potential recruit researched your company? Are they enthusiastic about your values, integrity, and what you stand for? If your business is product-based, do they love your product? You want people who believe in your company. If someone has actively “chased you down” for an appointment or interview, grab them with both hands!

12. Give your rock-star employees what they need

For your team member to perform to their highest potential, they need tools and time. If you give them the right tools, you will maximize their talent. As their roles grow, so must their knowledge, which means you may need to invest in new programs or training. Also, remember to give your staff time to learn new skills and to not expect them to be out of the starting blocks before they are ready.

13. Understand the value of owning the role

When employees feel like they have ownership of a project, you will be pleased with the results. After all, isn’t this why you hired them? Don’t hold them back. If someone has an idea that they are passionate about, they have researched, and that's good for the company, encourage them to own it!

14. Get to know what will "perk up" your rock star employees

Remember the person behind the role when it comes to giving out staff perks. So how do you know what staff members value as a perk? Find out the old-fashioned way by talking to them—yes, that’s right, have a conversation. Ask questions about what excites them, what they do in their spare time, and what their hobbies are.

Avoid treating your employees the same and rewarding them with the standard gold watch. What might have one person jumping for joy might have another rolling their eyes back into their heads. Okay, slight exaggeration there, but you get my point.

15. Communicate often and remember your WHY

If you wish your staff to embrace the vision of your company, you need to always explain the WHY! There are times when the heat is on and there needs to be clear communication on how to get a job done. Be clear and precise with your team so they know what is expected of them and why. Explaining how a task impacts the business will help people feel like they play an important role in the processes and success of the company. They will feel valued.

As your company grows . . .

. . . always remember where you came from when you first started. Your principles should remain the same—whether you have a small team or are a multinational company. And only employ people who share your passion, vision, and goals.

RELATED: How to Hire Employees for Potential, Not Just Past Experience