Hiring Can be Time-Consuming and Difficult

Oksana shares 5 techniques to identify talent best suited for the job you want to fill:

1. Predictive Index (PI) assessments are incredibly valuable in predicting how well a candidate will fit a specific role, especially when it comes to understanding their behavioral drives and cognitive abilities. These assessments help identify traits such as levels of dominance, extraversion, patience and a need for formality.For example, I used PI assessments when hiring for a sales role where it was essential for the right candidate to have a hunter’s drive and perseverance. The results highlighted a candidate who not only had the necessary experience but also displayed a strong drive for achievement and a high level of extraversion, which confirmed their suitability for the role.
2. Behavioral interviewing is my next go-to technique because past behavior is often a good predictor of future performance. I focus on asking candidates situational questions about specific situations they’ve encountered and how they handled them (these are the questions “Tell me about a time when..”).
   For instance, when hiring for an HR generalist role, I ask a candidate to describe a time they had to manage conflict between team members. Their detailed response about a previous incident and the clear, structured approach they took to resolve it showed me they had the skills to manage employee relations effectively.
3. Situational Judgement Tests (SJTs) assess how candidates respond to real-life scenarios they might face on the job. These tests help evaluate decision-making, judgment, and how well a candidate aligns with company values.
   For example, while hiring for a customer service role, I presented candidates with various challenging customer scenarios. One candidate demonstrated excellent emotional intelligence and sound judgment by consistently choosing solutions that balanced customer satisfaction with company policy.
4. Panel Interviews provide different perspectives on a candidate by bringing together team members from different departments. This approach helps ensure that the candidate will mesh well across the organization, not just with their direct team.
   When hiring for a cross-functional project manager, I organized a panel interview with members from operations, HR, and marketing. This allowed us to gauge the candidate’s ability to communicate and collaborate across departments, which is crucial in that role.
5. Skills Assessments can be used as a way to evaluate whether the candidate has the specific abilities required for the job, since sometimes, it’s difficult to assess technical skills through conversation alone.

When hiring for an administrative position that involved a lot of data analysis, I had candidates complete a short Excel test. One candidate went beyond the basic requirements, creating macros and automating tasks, which immediately made them stand out as someone who could bring extra value to the team.

No matter what techniques we choose to identify the best talent, we must always remember that it’s a whole person sitting in front of us during the interview. It’s not just about their resume or qualifications; it’s also about what’s in their head and their heart.

It’s crucial to evaluate each candidate holistically, considering their experiences, values, drives, motivations, and character — not just their skills on paper. This approach allows us to find the right fit for both the role and the company culture.

Attract and Engage the Best Talent

With so much noise and competition, it’s important to identify ways to attract and engage the best talent when they haven’t already reached out to you.

When it comes to attracting and engaging top talent, it’s all about being proactive and intentional. First, I focus on building a strong employer brand. In today’s competitive market, candidates are more likely to be drawn to companies that have a clear, positive reputation and a strong social media presence. I make sure that our company’s values, culture, and mission are front and center — whether it’s through our social media presence or by showcasing employee success stories. It’s important to show why our workplace is a great environment for growth, and why people would want to be a part of it.

Another key approach is being proactive about networking. I don’t wait for talent to come to me; I actively engage with professionals in the industry. This could mean attending events job fairs, being part of online communities, or even simply connecting with potential candidates on LinkedIn. By building these relationships early on, even if we don’t have an immediate job opening, we create a network of engaged talent for when the right opportunity does come along.

Finally, I believe in offering a personalized candidate experience. Top talent isn’t just looking for another job; they want something meaningful. When I reach out, I try to be specific — whether it’s about a project they could help with, or how their particular skill set fits into our goals. By doing this, I’m showing them we see them as individuals, not just another resume, which really helps spark their interest and engagement.

It’s all about building that connection and letting them know they’re valued. And we shouldn’t forget to end on good terms, this means not forgetting about candidates who didn’t make the cut this time. Reaching out to rejected candidates is an important part of building a brand and developing relationships that may be fruitful in the future.

Most Effective Strategies to Retain Employees

I’ve been asked to pick just 3, but it’s so hard! I try to live by the platinum rule: treat others the way they want to be treated. So, I always make it a point to ask employees what they would like to change in their work environment.

I am a big fan of stay interviews and I make it a point to conduct those with all employees on an annual basis. This is when we ask them how things are going, what works and what doesn’t, and what can be done to make their work environment even better. This is what makes them feel seen, heard and valued. Granted we cannot accommodate 100% of requests, but it’s critical to consider and address each and every one of them, let people know that we heard them and there are some things we can accommodate.

Next retention strategy I found helpful in my career is offering development opportunities. Employees want to grow, and if they don’t see a future at the company, they’ll look elsewhere. I make it a point to invest in employees’ professional development through mentorship, training programs, and encourage them to pursue certifications or additional education.

For example, I set up a leadership development program where high-potential employees get the chance to build new skills and prepare for larger roles. By offering growth opportunities, you show employees that the company is invested in their future, which helps build loyalty.

Finally, in post-pandemic world, flexibility is more important than ever. Employees want to know that their work-life balance is respected. Offering flexible working hours, remote work options, or even just understanding when someone needs to take time for a personal matter goes a long way.

I’ve seen firsthand how giving employees autonomy over their schedules has increased retention. It’s all about trust — when employees know you respect their time and personal life, they are more willing to go the extra mile.

 

Keeping Up with HR Trends is Essential

There is no question about it. It’s imperative for HR to keep up with the latest trends. The workplace is constantly evolving, and being aware of these changes helps HR stay relevant, innovative, and aligned with what employees and the business need. Not to mention help us attract and retain great talent.

For example, one of the big trends in recent years has been the rise of remote work and flexible work arrangements. Before the pandemic, many companies were resistant to remote work, but now it’s clear that it’s not only feasible but often preferred by employees. In response, HR professionals had to adapt quickly, learning how to manage remote teams, rethink performance evaluations, and adjust benefits to accommodate the work-from-home lifestyle.

Another great example of why HR must keep current is the emergence of AI in the workplace. Artificial Intelligence is rapidly transforming how we recruit, manage, and engage with employees. From AI-powered recruitment tools to performance management systems, staying up-to-date with AI trends can make a huge difference in efficiency and decision-making. You either get on board with it or be left behind.

Increasing Value Provided to Employees

There are plenty of creative ways to boost the value offered to employees without having to break the bank. One effective strategy is to focus on personal and professional development opportunities.

For example, offering mentorship programs or access to free online courses not only enriches employees’ skills but also shows that you’re invested in their growth. This can go a long way in boosting morale and retention without a huge financial commitment.

Another great way to add value is through recognition and appreciation programs. Simple gestures like shoutouts during team meetings, handwritten notes, or monthly “employee spotlight” features can make employees feel valued. When employees know their efforts are noticed, it creates a sense of belonging and motivation, which doesn’t require a big budget but has a significant impact.

You can also implement flexible work arrangements. Offering the option for remote work, flexible hours, or even compressed workweeks provides employees with the work-life balance they crave. It’s a perk that costs little but can make a huge difference in employee satisfaction and productivity.

These simple, low-cost ideas can significantly improve employee engagement and well-being for a low cost.

Q&A Session with Oksana:

If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be?

If I could inspire a movement, it would be one focused on destigmatizing mental health issues and embracing neurodiversity. Mental health challenges, such as anxiety, depression, or ADHD, still carry unnecessary stigma, despite how common they are. Many people feel they have to hide their struggles out of fear of being judged, which only worsens their mental health. The same goes for neurodiverse individuals — those who think and process the world differently due to conditions like autism or dyslexia. Instead of celebrating their unique strengths, society often labels them as “different” or “challenging.”

My daughter is neurodiverse, she has been learning how to navigate the world of “typical” people her whole life. Very often when she is having a sleepover or staring a camp, or an extracurricular activity, I find myself giving people sort of “instruction manual” on how to handle her neurodiversity. And unfortunately, a lot of times that would be the last sleepover, or that teacher or instructor gets overwhelmed with it and just ends up distancing themselves from her. In her early years we have been kicked out of quite a few childcare facilities simply because they didn’t have the tools to care for her.

I want to see the world where openly discussing mental health is just as normal as talking about physical health. Where seeking therapy or taking time off to focus on mental well-being was seen as a proactive and positive step, not a sign of weakness. A world where workplaces and schools are built to support neurodiverse minds, recognizing that differences in how people think can lead to innovation and new perspectives. By breaking down these stigmas, we can improve well-being for so many and create environments that celebrate individuality. That’s the kind of movement I believe would make a real difference.

What is your favorite “Life Lesson Quote” and how has it been relevant in your life?

If I had to pick one it would be by Peter Drucker:
“The best way to predict the future is to create it.”

This has been a guiding quote for me in taking control of my career and life choices. I was raised on a farm in Ukraine and my future seemed to have been written for me: to take over my parents’ farm and continue their life’s work. But I never saw myself living that way, I didn’t know what it was yet, but I knew that I could do more.

When I first stumbled upon this quote it finally all made sense. It reminds me that we have the power to shape our future through the actions we take today.

We are blessed to have some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world whom you would love to have a private lunch with, and why?

I would love to sit down with Brené Brown. Her work on vulnerability, leadership, and human connection has profoundly impacted both my personal and professional life. Brené has this unique ability to take complex human emotions and experiences, like shame and courage, and make them relatable and actionable.

I’d love to talk with her about the power of vulnerability in leadership, especially in women in HR, where we often have to balance empathy and structure.

About Oksana

Recently I joined Flex HR, a leading full-service Human Resources firm, because their personalized approach to human resources solutions drew me in.

As an HR consultant, I was looking for a company that truly understands the importance of tailoring strategies to meet each client’s unique needs, and Flex HR does exactly that. Their flexibility and focus on delivering custom HR services aligned perfectly with my own values.

Working with Flex HR has been incredibly rewarding because of the collaboration and expertise they bring to the table. It’s a team effort where everyone is committed to providing high-quality, strategic HR support, and I feel like I’m contributing to making a real impact for the clients we serve.