Making the right hire can boost productivity and profitability. Making the wrong hire, can be a costly mistake.
Follow these steps to make sure you’re hiring the right person for the role:
STEP 1: DEFINE & COMMUNICATE JOB REQUIREMENTS
- Solicit stakeholder input.
- Make sure to include ALL of those whom the position will interact with or service (Supervisors, Colleagues, & Subordinates).
- Define the job.
- Make sure that you have a firm foundation and understanding of what you want for the incumbent in the position to be able to do. Don’t underestimate how slight differences in personality needed to perform the job well, can make a BIG impact.
- Create a compelling job advertisement.
- Ensure to not just give lip service to the job posting (candidates have seen way to much of that lately), but provide as realistic of a job preview as possible. If your organization’s employer brand is solid, it will shine through.
STEP 2: EQUIP YOUR LEADERS TO LAND TOP TALENT.
- Assemble the interview team.
- If avoidable, don’t have them all interview the candidate at the same time in a panel format. Three of four at max isn’t too overbearing.
- Collect objective data about candidates.
- Offset any subjective, knee jerk reactions by having additional data available to interviewers BEFORE the 1st interview. These could include Personality Assessments, Job-task assessments, or Culture fit indexes.
- Prioritize which candidates to interview based on behavioral (and cognitive) fit.
- Utilize the additional objective data above to ensure the interviewers are presented with a well-rounded candidate view, not just one based upon previous skills and abilities (which alone may not be good enough predictors of future job success).
- Conduct candidate interviews (these days, event Zoom interviews count).
STEP 3: DETERMINE CANDIDATE CULTURAL FIT.
- Ensure candidates embody both your team’s as well as organizational core values.
- Some “morning” between interviewers may be necessary so that all stakeholders are presented with the best candidate to perform the work within the organization.
- Set candidate expectations about company culture.
- A realistic outline, not just a review of policies and procedures could be the edge – and make the difference to a candidate who has multiple offers on the table.
STEP 4: PREDICT NEW TEAM DYNAMICS
- Understand how a candidate compares to existing team members.
- Many prospective clients that I talk with are surprised at how much the addition of just one single personality can affect the overall balance/dynamic on a team. Making sure that you aren’t “stacking the deck” with one skill set/communication style/decision-making approach is important if you want the team to be able to tackle multiple future challenges.
- Predict changes to current team dynamics.
- If possible, looking in-depth at the shift of the team by adding potential candidates allows for multiple business vantage points to be applied BEFORE actually making an offer. Opening up options for your team could make your overall organization more agile and able to address future business challenges a bit easier.
- Make an informed decision.
- Interviewing can be an enjoyable art rather than a mundane task . Art is subjective in nature, however adding objective data to a hiring decision can help to balance the decision making process for interviewers, reduce personal bias, and allow teams to become stronger.
For further conversation about making better hires, we suggest checking out: https://emineo-hr.com/talent-optimization-kansas-city/solutions/hire/