Time is the most critical factor in hiring today. Spend too long on your hiring process, and you’ll lose top candidates. Spend too little time, and you may make the most costly mistake of all–a bad hire. The secret is to spend enough time, while using the proper tools, to make the right fit between the candidate and the company.
The tips below highlight the benefits of improving your hiring process, and gives you an assortment of tools to help you make your hiring decisions. Once you’ve set up a process to recruit, assess, and interview potential job candidates, you can guarantee your hiring success.
- Recruit applicants even when you’re not hiring.
- Develop a contact database of people you’re interested in.
- Partner with a skilled staffing service to recruit for you.
- Redesign jobs to take advantage of available talent.
- Encourage referrals-make your company the best place to work.
- Use temp-to-hire options with a staffing service to “test out” before you commit to hiring.
- Go global: can your work be done by someone across town, across the country, or across the world?
- Use on-line career fairs to gain exposure to more applicants.
- Post job openings on your company’s web site.
- Fill in with temporary clerical, technical, professional, or executive staff while you look.
Recruiting is a sales job–why would a top quality applicant buy your firm? Once you answer this question, you’ll be better prepared to face the challenges involved in finding good candidates.
- Work in teams to gain more insight into a candidate’s strengths
- Use a resume scoring system to compare candidates.
- Telephone pre-screen-don’t rely solely on resumes.
1. Interviews test how well someone interviews
2. A good con artist can fool you every time
3. Interviews in which you induce stress seldom work.
Additionally, he offers a few strategies to improve your interviewing technique:
First, he suggests asking a series of initial questions at once, then allowing the candidate to answer them all. The reason is, it forces you to listen, and it relaxes you. Once you know your part is over for a while, you can focus on the candidate’s answers more intently. He also suggests you announce when the interview will end-by saying something like, “we’ve got five more minutes.” This usually prompts the candidate to say the most important thing about him or herself–Mornell calls these “last minute revelations.”
Finally, Mornell suggests throwing in a curveball at the end of the interview by doing something unexpected. He often walks people to their cars. He observes the make, model, interior, or anything else which shows something about the candidate’s personal side. One candidate he did this with had left his wife in the car-for the whole two-hour interview. This action spoke volumes to Mornell, who did not recommend the candidate for a position. The company hired him anyway, only to have to let him go less than a year later because of his poor relationships with female coworkers.