Hiring the right people is NOT easy. If it were, every company would be doing it. Obviously, this is not the case. However, you're not concerned with every company—you're only concerned with your business, and rightly so.
Unfortunately, the hiring process is like any other: the people involved in it are susceptible to forming habits. Habits can be both good and bad, but when it comes to the hiring process, bad habits are easy to cultivate.
To change, identify bad habits, stop doing them, and replace them with good ones. Then, practice those good habits until they become second nature. That, all by itself, will improve your hiring process. Sounds easy, yes? But what if you don’t know what is going wrong? If you have trouble identifying bad habits – those that keep you from getting the results you want – you’re not alone. It can be difficult to understand how you are contributing to problems without the help of a professional, However, by incorporating these tips into your hiring regimen, you may find you rid yourself of bad ones you didn’t even know you had!
What are the essential habits you should practice? Here are three that will immediately improve your hiring practices and the quality of your hires.
#1—Know the job description and position thoroughly.
Job descriptions are "ground zero." If you "miss the boat" at this early stage, then it almost doesn't matter what you do the rest of the way. You can't have a fuzzy idea of what the person will do within this role. You need to know what they will do exactly, including all of the duties and responsibilities involved.
Only then can you formulate a crystal-clear profile of the ideal candidate, including their skill level and experience, as well as their soft skills and interpersonal prowess. After all, it's difficult to precisely hire what you want if you don't know what you specifically want.
#2—Assemble an interview TEAM.
Having just one or two people interview the candidate is a mistake, especially if the people will be directly involved with the position in question. You not only need to have multiple people interview the person, but they must also represent a cross-section of your organization.
People from other departments should be involved, including those who can bring a different mindset and mentality to the task of deciding if this person would be a good fit.
#3—Have a conversation, not an interrogation.
You need to know as much as you possibly can about each candidate. How do you acquire that knowledge? By getting them to open up about themselves, and the best way to do that is to get them to relax and lower their defenses. You want the person to talk about not just their professional goals, but also about what motivates them and even their weaknesses.
The goal is to have a candid conversation, not a one-sided discussion. If a member of your team is particularly warm and inviting and able to make candidates feel at ease, then consider letting that team member talk with candidates first.
The list above represents three good habits that every organization should incorporate into its hiring process. Before you can make them a habit, though, you have to implement them and utilize them at least once.
If you have questions about your company’s hiring process and what you can do to improve it, then consider reaching out to a search firm with the experience necessary to help identify and recruit the best candidates in the marketplace.
Copyright 2017 Stacy Pursell