Watch Hiring Results Improve with These Simple Steps
- Know what, not who you are looking for. In almost a dozen years of recruiting rarely, have I seen a candidate that got hired have the exact skill set the employer listed in the job description. The hiring ends up being based upon results. When you clearly define a performance-based job profile instead of citing a wish list of skills and qualifications you will hire people who have achieved comparable results, and youll discover they have exactly the skills and qualifications you sought. The added bonus of this approach is it will help get the various team members involved in the hiring decision on the same page.
- Dont judge a book by its cover. Research indicates most decisions to hire or not hire a candidate are made in the first few minutes of the interview and are based on criteria that have little to do with the candidates ability to successfully do the job. Even the most poised of people are nervous during an interview and may take some time to settle in during the interview. Avoid the natural tendency to make a decisions based on first impressions. Instead, use the time to prove your first impression is incorrect.
- Assess a candidates fit by performance. Have a candidate tell you their top three achievements for each of their past few jobs. The answers will provide you terrific insight and detail into the scope of the persons role, creativity level, problem solving ability and skill-sets. Ask follow up questions as you go to get more detail. This process will help you make a more objective hiring decision.
- Adopt a standardized evaluation form to assess answers and fit. Hiring decisions that are made based on the input of several people can dilute the accuracy of the decision making process. To avoid assessments based on bias, emotion, vagueness, reactions or being too technical, create a scorecard that is centered more on evidence than subjective factors. This may require some upfront effort but, the results will prove to be more accurate than hiring based off a gut feeling.
- Learn how to spot a diva when you see one. Today, soft skills like creativity, positive attitude, flexibility, communication and problem-solving skills are more important than ever. An employee can be technically sound at what do, however, if they are inflexible and generally negative within the organization chances are they wont last long. Assess soft skills by asking questions related to problem-solving, meeting deadlines, conflict resolution and collaboration.
- Avoid common hiring errors. While the list of common hiring errors is a long one the three most prevalent hiring mistakes I see are: 1) Relying on intuition to make hiring decisions 2) Too little emphasis given to soft-skills 3) Hiring a candidate who makes a great impression in the interview but, fails to perform once hired.
- Dont complicate or discount leadership. Begin with a firm grasp of what leadership means. Keep it simple. I think it is best described like this. It starts with an idea or a plan coupled with the ability to articulate it. From there, you need a detailed plan to implement successfully. This requires obtaining resources, developing and motivating the team, and commitment to achieving the objective despite the numerous challenges and obstacles that will appear.
- Identify top performers. One of the main goals of every hire you make should be to improve the talent level of your organization. In order to do this, determine if a candidate has a pattern of high achievement, promotion and exceed goals consistently in their work history. The early part of the interview needs to be focused on determining if the candidate is a top-tier performer. These are the people you must hire in order to raise the talent bar at your company.
- Sell a career, not just another job. Top-tier performers are not interested in lateral career moves; make sure your hiring process helps candidates know they will have an impact on your organization. Let them know they will grow and develop personally and professionally while employed with you.
Ask yourself, am I hiring the best person available or am I filling the job with the best person who applies. As the economy recovers, understanding this distinction will represent the difference between hiring homeruns or costly strikeouts.
Try this process and watch your hiring improve!