By Edupliance | 8th August, 2016

The hiring process is an art – you need the talent to be able to sift through stacks of resumes to find the best possible candidate for the job. But, the question arises, do you really need stacks of resumes to find a suitable employee? Not really.

Interviewing and recruitment is part and parcel of the hiring process of a company, however, if done improperly, it can cost the company valuable time and also incur bad hire costs.

The Typical Hiring Process – Mundane and Outdated

The stereotypical hiring process begins with antiquated job descriptions, consulting consultancies, reviewing bucket-loads of resumes, back-checking references, inviting multiple candidates for walk-ins or exclusive interviews, and finally the gut-wrenching feeling that your hire is probably going to be the right choice. Doesn’t it sound vague and stupid?

What Are The Inherent Problems With Such Hiring Processes?

These processes generally prove to be inefficient especially if your attrition rate is too high or if your business is expanding at a blazing rate which amounts to new hires at regular intervals. The problem with the traditional hiring process is simple – too time-consuming and tedious. We are not telling you to completely change your hiring process, we just want you to eliminate the inefficient steps that are coming in the way of selecting the right talent.

Do You Need To Overhaul Your Hiring Process?

Probably. Most hiring processes are unstructured, incomplete or lack transparency – especially the interview.  It can be tough to attract talented employees to your workplace who will stick in there for the long haul; not just a short career stint.

This is a major reason why you need to quit wasting precious time and money in trying to garner employees who are neither aligned to your company values or who don’t fit the job description model.

What Are The Best-Practices In Hiring Processes Currently?

In most cases, the candidate you hired doesn’t seem like the person you had interviewed. Either their attitude doesn’t fit well with the workplace culture or they under-perform as per your expectations. So what went wrong? The hiring process!

Here are steps you can take to ensure that your hiring process is spot-on and that your new hires will do as they are expected of their job roles:

  1. Align The Interview Questions With The Job Description: The job position’s required qualifications and responsibilities should be accurately described. Do not overstate responsibilities to scare off good and young talent. Always keep a wide age gap to welcome older and experienced candidates to interviews too. Don’t oversell the position/s by cutting-off aspirations.
  2. Challenge Candidates: Through various questionnaires, team exercises, and brain teasers, you can gauge the mental capability of a candidate when it comes to problem-solving. High-performance jobs are not just clerical, they usually demand executive decisions that test mental strength of employees as well.
  3. Look Beyond The Resume: A candidate’s impeccable educational qualifications are not a total reflection of their personalities. Sometimes, social work, CSR initiatives, and co-curricular activities can also help you adjudge the personality traits of a ‘team’ person. Self-centered employees are not always right for workplaces. Also, a scan of social media profiles of the candidates can also reveal lots of information about their personalities and whether they suit the company’s image or not.
  4. Start Behavior-Based Interviews: The usual questions about educational qualifications and written samples can be coupled with behavioral questions which challenge candidates to extempore speech. Usually, candidates speak the truth in such questions about their aspirations, goals, and outlook about the company.
  5. Avoid Common Interviewing Mistakes: Major mistakes like undefined job expectations (vague questions), relying on gut feelings, taking the upper-hand in selecting a candidate without consulting your HR department, not telling hiring managers to stick to the interview guide and speaking more than the candidate can kill an interview. Avoid these.
  6. Automate The Interviewee Selection Process: Applicant tracking systems can help you cut-down the manual handling resumes. Resumes can be tracked and sorted on the basis of criteria like years of experience, keywords, skillsets, former employers, etc. This ensures that the best resumes are routed to hiring managers to help hasten the hiring process.
  7. Conduct Team Interviews: The best-way to really get the best out of a candidate’s qualifications is to subject them a to team interview. Peer interviewing will not only build employee engagement but also see how candidates react to the advice/criticisms of your co-workers. If the candidate is still interested in the job after a tough session, they are a good fit for the company!
  8. Develop A Fantastic Company Culture: A company culture is what attracts new candidates to any company. Top employees should always be rewarded with recognitions, awards, inclusion in company social events and be part of a strong internal communication structure. Such principles should be highlighted during the hiring process to align potential candidates with the company’s company culture and increase their chances of staying interested in the job.
  9. Focus On Soft Skills Too: Tap into the emotional side of the candidate too by talking to them about their life and personal experiences. These will help you to evoke their communication skills, interpersonal skills and see how far their emotional intelligence and thought processes can benefit the job description.
  10. Let the candidate talk: Keep the end-result of the interview in mind – a successful hire. Let the candidate do the majority of talking. Interrupt them only when needed and focus on listening to what they are saying. 

These best-practices will not only help you hire better employees, improve employee retention and lead to better productivity, but also ensure that you always invite and attract high-quality employees to your workplace.

Remember, hiring perfect employees takes resources and commitment, yet the rewards of a perfect hire are very delightful. A disciplined approach to your hiring process with minimal human bias will dramatically overhaul your entire hiring process.

 

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