HR Hiring Tools; Hiring Employees|
Well, it’s about that time. A job opening just occurred at your company and you must now wade through the deep waters of the internet candidate search pool. As you already know, doing just the interview has proved to not be an entirely reliable tool to achieve the perfect hire. And only performing the interview can almost guarantee two major hiring mistakes - hiring someone who should not have been hired and not hiring someone who should have been hired. Now this is unintentional of course, but without the proper recruiting and hiring strategy who knows who or what may walk through those doors! And as a business owner myself I am certain we cannot afford to play those sort of Russian roulette odds with our livelihood. So let’s get started and create a carefully designed hiring strategy so you can begin attracting only the best available candidates for your company.
To create a successful hiring plan, the first item of business is making sure you avoid some crucial interviewing mistakes. The most important is being unprepared. When you are unprepared when going through the hiring process, you lessen your chances of asking the right questions and being able to assess the best qualities in your candidates. When you are unprepared you are more than likely going end up asking the wrong questions. Another thing to avoid is jumping to conclusions when you first meet your candidate. Too often we make our decisions within only minutes of meeting the person. Make sure all the data available is gathered before making a hiring decision.
Now that you have avoided the common mistakes of recruiting, you can move forward to create a successful hiring strategy. The first item of business is to screen your candidates. Screening candidates before the first interview saves you valuable time and energy so you can eliminate the unemployable persons from your list. Once candidates are screened you may begin your interview process by implementing some behavioral interviewing, personality assessment, pre-employment assessment, applicant screening, and most definitely checking those references! It’s time for you to start developing an in-house hiring metric if you don’t already have one, because your needs may not be the same as Mr. Joe’s Lumberyard down the street. Make your recruitment toolkit fit you. Your hiring strategy should be designed to test if the candidate can meet the requirements of the job and the culture of your organization.
Here are some non-negotiable’s when evaluating any candidate. What is the candidate's attitude towards the job? Do they have ability to achieve performance standards? How are their communication skills? Are they flexible? Also be sure to assess their technical proficiency and ability to get along with co-workers and managers. The last thing you want is someone who crashes in and leaves a wake of irritable and contempt employees. Take note during the evaluation what their personal characteristics are like. Is the candidate motivated? Do they have enough mental ability to succeed at this career? Dig down deep. Evaluation of a candidate's integrity, ability to accept diversity, energy, frustration tolerance, empathy, and acceptance of the in-house atmosphere enables you to measure the candidate's value to the organization. Try group discussions to assess leadership qualities and communication skills. Always create your HR assessment tools to best fit your industry. When you do this you can better optimize your time by filtering out the candidates who may not be suitable within your parameters, and in turn, hire that one perfect fit.
How does the candidate handle stress? Do they interact well socially? Try this different twist to the hiring process by taking them to lunch and put them in situations that they may encounter on the job. Even better, record their responses and send them for review with different levels of management within your organization.
Be sure to maintain control through your interview. Controlling the interview means you will get the information you need in the time allotted, as opposed to only gaining the information the candidate is willing to share with you. To do this be sure and ask effective questions. The better your questions, the better the data you will get. Ask specific questions that require the person to give you factual, behavioral answers. Asking the right questions and using all your validation techniques provide you with a wealth of data and will give you the necessary tools to make a comprehensive and informed decision.
Well, I hope these suggestions have been helpful. All of these tools shared with you today will, I am certain, give you a fuller and complete picture of the applicant within your limited period of hiring time. I know they will bring you many years of hiring success and look forward to hearing your extraordinary results! It’s time to think outside the box and find you a candidate who will bring many years of profitable business. And if you should ever need anything, remember, we are just a click away.
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