Why Is The Hiring Process So Important?
It is incredibly important to get your hiring process right. First of all, the time you have spent on this process is very valuable and costly, so it is important to only do it when needed. Doing it wrong means going through processes of retraining people, sorting out their mistakes, potentially going through legal procedures in order to relieve them of their position, only for it all to start again. Get the hiring process right, however, and none of these problems will happen. There are plenty of things you can do in order to do things appropriately, but the following five are probably the most important.
Think About How You Find Candidates
You need to start your hiring process at the beginning – posting a job advertisement. Use internal company job postings, online social media sites, newspaper classified section, local colleges or universities, online job search engines, commercial job boards, professional recruiting organizations, associations, business associates and colleagues, and lastly state and local workforce development offices.
“Maybe you’ve always advertised hourly openings in your community newspaper or simply hung a help-wanted sign. Or maybe you’ve posted jobs online for years. Either way, in this age of exponential change, you should frequently reassess how you match media to your target audience of candidates.” Recruiting and Hiring Advice
Assess Your Candidates
It costs the entire organization money when they hire someone who does not fit the organization. Lost time, training costs, replacement cost. It can be very expensive. That’s why it is imperative to hire candidates that fit into your unique corporate culture. The candidate’s behavioral style is critical to a proper fit. Gaining insight into their behavioral style, prior to hiring, can improve your odds of hiring the right person. It would be wise to have your short list of candidates complete an Everything DiSC Profile prior to the interview phase to give you those insights. These insights can be effectively used if you conduct behavioral interviews (see below under Magic Bullet Questions).
“No process is “fool proof” but it is always better to make decisions based on more data and insight rather than less data and “gut instinct.” Individuals managing these recruiting/interviewing/hiring/promotion processes without DiSC Profiles or a functional behavioral assessment are making subjective decisions in the hope that the “intellectual aspect” of the individual will provide enough data to ensure a good job fit.” Using DiSC Profiles in Hiring
Be Challenging to Your Candidates
This is essentially a two way street. You have to make sure you only invite the right people to interview, but this also means you have to make sure only the right people apply. Make sure your advertisement makes it clear how your applicants will be challenged, as this will put off people who aren’t good enough for the job anyway.
“Providing candidates with challenges early on in the hiring process reduces turnover by giving a company the chance to assess the potential impact the hire may have on the company. It also eliminates resume spam as you can’t provide a pre-formatted response to a challenge that is specific to one company. The candidate needs to be thoughtful and show their skills, which ultimately allows them a stronger voice since resumes often do not tell the whole story.”
4 Ways To Improve Your Hiring Process To Help Retain Employees
Do Not Ask “Magic Bullet” Questions
Magic bullet questions, or “gotcha questions,” have been very popular in recent job application processes. Some companies may use these type of questions in an effort to see how well the candidate thinks on their feet. But there’s really no correlation between how the candidate answers these quirky questions and their ability to fit into the organization and do the job. The idea is that they allow the interviewer to get in touch with the human side of their applicant, moving outside of the job description itself. It is indeed true that we always expect applicants to think outside of the box now, but these types of questions really aren’t relevant. It’s best to stick to behavioral interviewing questions.
“Just say no to magic bullet questions – because there is no magic bullet. Focus instead on getting to know candidates and their experience, knowledge, skills, attitudes, and behaviors, as these will better reveal which candidates are most likely to be successful in the position.” 4 Ways To Improve Your Hiring Process
Take your time at this point as well. An interview shouldn’t be a standard process of reeling off a few questions and ticking a few boxes. You need to illicit a conversation that really allows you to get into the mind of your applicant, so you can both see how they would be able to assist your organization.
Last but not least, never stick to just one interview. You simply cannot work out whether or not a candidate is suitable for your job based on a single conversation. It is very likely that their answers raised more questions in your mind, and you have to have the opportunity to delve deeper and get second opinions too.
“Great candidates should naturally follow-up on an interview with a call or e-mail, making it easy for you to invite them back for a second meeting. Do so, and allow other managers to meet with potential candidates on their second interview before making an offer. A second or third opinion is valuable.” How To Improve Your Hiring Practices