Finding the Right Employees: When to Search and How to Attract the Talent Your Company Needs

According to Market Experts, Properly Assessing What Kind of Employees a Company Really Needs and Selecting the Best Candidates Can Be Achieved Through Organizational Change Planning, Clarifying Needs, and Focusing on Skills Rather Than Preconceived Notions.

Signals – Increased Workload and Declining Emotional Well-Being

According to J. Kovas, head of the recruitment and staffing company “Biuro,” there are many reasons to search for new employees, but one of the most common is an increased workload.

“As business activities expand or experience seasonality, it's essential to monitor how existing employees handle the increased workload. If employees can no longer manage the volume of work, and it affects their emotional well-being and work quality, it might be time to consider expanding the team,” the expert states.

The external hiring specialist suggests considering hiring temporary workers when workload increases during specific periods or new projects arise. A new long-term employee can also help fill skill gaps that current employees cannot be trained to cover.

Company Growth Brings Its Own Challenges

According to Živilė Auruškevičienė, HR Business Partner at fintech company Inbank, another indicator that it may be time to seek new employees is a changing company structure or rapid growth.

“As a company grows, its needs change, and both employee and managerial competencies may no longer meet the updated situation. It is crucial to encourage transparency and openness at all levels so employees feel engaged and informed about the company’s strategies and changes in advance. When necessary skills are lacking, there are two options: invest in developing existing employees' knowledge or accept the need to search for new talent with the required skill set,” Auruškevičienė explains.

She adds that company and department managers play a crucial role in managing change, especially during the growth phase when more new employees need to be hired.

“Every change in a company directly affects its employees, as it raises questions about how their daily work will be impacted – for example, whether they will need to start working in a different department or if their direct supervisor will change,” says Auruškevičienė. “Failing to prepare for changes in advance and communicate their value to employees can lead to departments collapsing like a house of cards, negatively impacting team stability and business continuity. Collaboration between managers and the HR team, along with responsible change planning, helps reduce existing employees' anxiety and burnout risk.”

Auruškevičienė advises, based on the company’s business strategy and goals, to identify as early as possible how many and what type of employees will be needed in the future. Equally important is the analysis of existing employees’ skills and competencies, which shows where there are skill gaps in the organization. Pre-prepared training and mentorship programs will also allow for faster integration of new employees. Lastly, the hiring strategy should be clearly outlined, specifying how to attract new employees or decide whether to work with external recruitment specialists.

Overcoming Preconceived Notions and Focusing on Skills

According to J. Kovas, finding a new employee is not difficult, but finding a candidate who meets the organization’s needs is challenging.

“The biggest mistakes in the selection process involve relying on biases and stereotypes, or searching for a ‘clone’ of a former or current employee. A prolonged selection process can also pose a risk, as competition can cause candidates to accept another offer sooner,” notes Kovas. “To attract talent, don’t forget an appealing job posting and the selection of appropriate recruitment channels.”

The recruitment specialist emphasizes that factors like gender, age, education, and marital status only partially reflect a candidate’s abilities, mindset, or sense of responsibility. Therefore, it is essential to define the required skills and competencies clearly and communicate effectively with recruitment specialists to find a balance between technical skills, values, and long-term potential.

“Companies without internal HR specialists often turn to external recruitment partners who can help attract and select candidates with the necessary competencies, provide insights into the job market, and share lessons learned from other businesses,” says Kovas.

About Inbank

Inbank is a fintech company with an EU banking license, connecting merchants and consumers by offering next-generation financing solutions. Inbank has operated in the financial sector since 2010, and its loan portfolio currently stands at €1.03 billion. Partnering with over 5,400 merchants, Inbank provides leasing, consumer loans, and deposit services in Lithuania, Estonia, Latvia, Poland, and the Czech Republic. It also accepts deposits from Germany, Austria, Finland, and the Netherlands. Inbank's bonds are listed on the Nasdaq Tallinn Stock Exchange.