The best companies know this and spend a lot of time investing in finding new talent. They know that the best way to find good people isn't to look for people who want precisely the jobs they have to offer. Instead, they try to find people they'd like to work with, and then figure out what they can do together. Often this means taking chances on people who don't seem to fit in at first.

Here's how to find great talents

Referrals-Referral hiring works well because people are bad at evaluating other people. When we have to choose between candidates A and B, we don't have enough information to make an informed decision. We can try to compensate by asking lots of questions, but then the candidates get suspicious and give us answers they think we want to hear. So, the best way to evaluate candidates is not by asking questions, but by seeing them in action.

The most effective way for employers to see candidates in action is for current employees to refer their friends. That's why so many successful companies rely on it.

From job boards-There are websites that specialize in searching for talents, such as LinkedIn. On this website, you can find people according to their career profile and choose the one with experience that matches your needs.

Tips for Finding Great Talent

Ask the right questions during an interview

When interviewing potential employees, the common questions include "What are your strengths and weaknesses?" But the answers are so determinedly positive that they're useless.

Instead, ask, "What did you not get better at in this job?" (If they can't think of anything, they're lying.) And then we should ask why. This is a much more interesting question. It's easy to get better at things you already know how to do but it's hard to get better at things you're bad at.

Consider eye for detail

The most important people to hire are those who will notice something that everyone else is overlooking--a flaw in your business plan, or a way to reach some new customers--even if it seems obvious only in retrospect. It's hard for people like that to explain what they do. It's often unconscious. They're just not comfortable with the current situation because it has some aspect that feels wrong, and so they keep trying to fix it until either it no longer feels wrong.

Have a mission

If your company has a core mission and vision that is exciting, ambitious, and meaningful, it will attract the talent you need to achieve it. If you don't have a core mission to unite your team, then you need to find a way to source and retain the very best talent for the day-to-day business; without the unifying purpose of a core mission, the job of sourcing and retaining talent becomes never-ending.

Hire people who are better than you

There's nothing more motivational than working alongside people who are better than you. The only problem is that often these people aren't easy to find. You need to spend time looking in unusual places or connecting with people who can help introduce you to them.

Pay your team well

You don't need to lead the market in terms of salaries and benefits, but you do need to compete effectively with other employers in your industry or location in order to attract and retain talented employees.

Give praise where praise is due

Nothing motivates like knowing that someone has noticed your work and appreciates it. It's important for all managers (and founders) to offer praise regularly as it shows that their employees' contributions matter, which is essential to boost productivity and willingness to become part of your team. For instance, during the interview, if there is something or comment the interviewee has made that’s worth praise, don’t hesitate to point it out.

Look for smart people who like to solve hard problems:

The most common mistake companies make when they are looking to hire is to write up a job description based on the skills and responsibilities they need to be fulfilled, and then try to find someone with that exact set of skills. This is backward. The correct way to hire great people is to look for great people and then figure out what to have them do.

"Smart" means intelligent, quick to grasp new ideas, and generally well-informed about the world. It does not mean good at math or computer programming; even though those skills are correlated with "smart," plenty of smart people aren't good at math or computer programming, and plenty of non-smart people are.

Solving hard problems is useful because it's how you find a market niche where competition is weak; but more importantly, it's how you get leverage. Most jobs consist mostly of busy work, but if you have leverage, you can avoid the busy work. And smart people like solving hard problems because they're fun.

The most effective companies today aren't just trying to find people with the right degrees. They're looking for people who are constantly learning and improving on their own.

So, what skills should you look for in a potential employee?

1. The ability to come up with good questions. They should be able to ask questions that go beyond the surface of a problem, and then use those questions to guide their work towards an answer.

2. The ability to think critically about everything from marketing campaigns to product features to internal processes. Critical thinking is so important because every company has its own set of rules, processes, and procedures that aren't always written down but are still followed by most employees. It's easy for new hires to just go along with these things, but great employees take the time to think critically about them and determine whether they really make sense or not.

3. The ability to learn new things quickly and independently. This is essential because your best employees won't necessarily always be doing the same thing, which means they need to constantly expand their skill sets in order to adapt and succeed at whatever new thing they're working on.

Finally, investing in finding the best talent is worthwhile as the employees are the heart of every business.