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1) Defining an Effective Job Description
Think beyond what’s on paper. Make sure to consider both the requirements of the position, and the type of person who is likely to fit your company’s unique culture. What’s that “X Factor” that makes people successful in your organization.
2) Candidate Sourcing
A critical, yet widely underestimated element in the hiring process is the avenue in which you are sourcing your candidates. The types of candidates which you are able to access through public forums are often a factor of timing. In publicly placing advertisements for openings, you may be limiting yourself to the population that is actively looking for work … when and where you are posting your ads. By broadening your search to different avenues you can gain access to a whole new group of people that are ready to be excited by the right opportunity … we call these people the underemployed.
3) Candidate Pre-Screening
4) Skill Assessing
Utilizing skill assessments during your hiring process is a good way for employers to factually determine whether or not a candidate’s abilities match the skills, certifications and experience they have listed on their resume. To learn more about common types of assessments used by employers, click here.
5) Interviewing
Fully understand the job market and choose the right person for your company by interviewing a wide spectrum of talent (interviewing at least 4-7 candidates is advised). If your pre-screen is effective, these interviews should be more about determining the candidates’ cultural fit within an organization. In addition, all interviews should be conducted within a tight timeline to enable employers to gauge the individuals’ relative strengths and perspective values in the most effective way.
6) Reference Checking
A set questionnaire will also ensure a consistent and equitable screening process. Employers should position themselves to lead the conversation by asking the right questions; that way, they will receive an honest response and unveil potential red flags. Also, when performing reference checks within one’s own industry, be mindful that the person on the other end of the line could likely be your competitor. If you’re not careful, you might be putting yourself and your competition in an unethical situation.
7) Background Checking
In many cases, background checking practices are legal and even mandatory. In other cases, background checking is deemed to be discriminatory and has serious legal repercussions. For this reason, employers should ensure they are protecting themselves from exposure to undue liability.
8) Onboarding
Once the new addition to the team has signed employment papers to secure their position, employers must ensure they are set up for success in their role. Proper training, constructive feedback, and follow-ups will help to ensure they successfully integrate within the company.
9) Contingency
Imagine this… after investing substantial time, effort and money in your hiring and onboarding process, you find out the employee you’ve hired is not the person you perceived them to be. Though there were no red flags and the employee seemed to be the right fit, the individual has unexpectedly left the position. And now, you’re back to square one. What is your backup plan? Are you prepared to repeat the steps listed above to find another suitable hire?
It’s undeniable that The Steps to a Successful Hire are extensive, time consuming and can become exhausting – which is precisely why it’s so important that employers are aware of the investment they are making in the process. To better understand just what that means, read over TPD's Real Cost of Hiring Worksheet!
Filed under Creating Your Dream Team 101
