Hiring isn’t easy, and the cost of a bad hire can be extremely high, so spending the time and effort to hire successfully is well worth it. Here are 5 ways to improve your company’s hiring process to make sure that your business is hiring the best people.
Clearly Define the Job Posting
Hiring well starts with creating a focused job posting. It can be easy to jot down a few daily tasks or take an old description, edit a few requirements and publish it. This will not successfully gain the attention of the right people. It is essential to spend time crafting not only a description of the duties and requirements but also explaining the cultural role and fit that will best work. In my work as a Director of HR and Consultant, I’ve found that a strong focus on the organization’s culture as opposed to listing 30 requirements can be helpful in getting better quality applicants. Listing too many requirements can be a pitfall. The more requirements and the longer the experience required, the fewer applicants you will get. This sounds like a perfect outcome, but in many cases, an excellent cultural fit and strong work ethic can easily be worth a year or two of experience in a particular skill.
Make the Process Easy By Using the Right Technology
Use an HR system for accepting applications. Asking applicants to email for more information is a sure way to dissuade talented individuals from applying. Ensure that your system is set up well and is easy to use. Integrating with sites like LinkedIn or allowing PDF or DOC files to be uploaded is a great way to make the application process easier.
Have a Broad Panel of Interviewers
One mistake many companies make is to have too short of an interview process. While it takes time away from other projects, it is critical to have a full and useful interview system. The hiring manager, several co-workers and anyone who will work closely with the new hire should interview the candidate. This can be done individually or in small groups.
Train Interviewers
Interviews need to be effective and legal. The employees doing interviews should have some training in the company philosophy, goals and procedures for interviewing. This training should include information on how to ask behavioral based questions regarding specific tasks, ask for examples and respond to questions from a candidate. Additionally, there should be training on the legal compliance of interviewing. This is especially important for non-managers who may be less informed in these areas. Finally, instruct interviewers to avoid ‘gotcha,’ obscure or brain teaser type questions. These questions are worthless and don’t predict anything. Do you really want to know their answer to “If you were a new addition to the crayon box, what color would you be and why?” Questions should focus on skills, experience, philosophy and cultural fit.
For some performance based interview questions ideas request our free report: 18 Interview Questions: What To Ask To Get Your Ideal Hire.
Communicate
Communication is key to all relationships, and the one between candidate and prospective employer is no different. Keep the candidates informed of their status and update as new information becomes available. If the process is slow, regular updates keep a candidate engaged and involved in the process. And if a candidate is not chosen, thank them for taking the time to interview and let them know the position has been filled. This reflects favorably on you and your company and shows you care about the emotional well-being of your employees and candidates.
Great hiring doesn’t happen by chance. It takes a system. With our Find & Fill Formula we take you from the beginning to the end with a proven step-by-step hiring process. If you would like to learn more about our Find & Fill Formula, feel free to schedule a time to chat.