Tips for Improving Your Hiring Process
In every industry it’s difficult to find qualified and self-motivated employees. It is a costly mistake in time and money when this occurs. A manager can avoid this with some planning. Use these tips to help you hire the right employee.
Update Job Description
Positions in a company are evolving and changing. It is best to check if the essential duties and responsibilities required for the position is still accurate and covers all the positions entails. The skill requirements are based on this information. Be sure that it is accurate to avoid overlooking essential skills your applicant will need to succeed in the position. A clear description will help you to recruit a qualified person for the position.
Custom company application
Applications should elicit the precise information for the position for which you are hiring. Resumes can leave out details, be fill with jargon, or be misleading. Custom questions are necessary to know if an applicant has the precise job-related skills and requirements your company needs. Create a customized company application to collect the applicant information. This does two things, the preparation can save you from overlooking the applicants that have these skills, and eliminating applicants that don’t have the right skills.
In an interview, subjective judgments made by the interviewers within the first few minutes of meeting an applicant can influence how they consider their skills. An applicant’s appearance, communication, and manners can have an unjustifiable influence over the decision to hire. Avoid this bias by setting up the interview questions ahead of time to cover the key skills. Begin by analyzing the competencies required for the applicant to be successful in the job and formulate a list of questions. Use questions that require applicants to talk about negative past experiences that taught them improvement was needed. Finding employees who want to continue to learn and grow is a desired skill and a competitive advantage.
The authorization and disclosure requirements as well as privacy rights have made background checks, drug screenings, credit checks and criminal history of applicants complicated for employers depending on the state regulations. Provide the applicant a background check disclosure drafted or approved by an employment law attorney in your state. If something in the the background check ultimately leads to the applicant not being hired, correspondence to the applicant is required. Provide the report to allow the applicant to pursue corrections if the information is inaccurate.
Companies are changing their hiring criteria — focusing not just on skills and cultural fit but also on network fit—how well the potential hire will fit with the way his or her new colleagues work. Hiring for a colleague-centric type of fit improves performance. A skilled employee can struggled to apply those skills within the specific dynamics of their new teams and peer groups if they lack a general culture fit. Evaluate the applicants work values, career experience, and leader behaviors for a more complete view of the applicants.
The time-consuming process interviewing applicants can be a waste if the process is not effective. Selecting an applicant without an appropriate hiring process and effective tools can leave you with an employee that doesn’t cut it in your company. Take the time and steps to minimize the risks of poor and costly hiring decisions.