Hiring new talent is very likely one of the most challenging, time-consuming, resource-intensive and risky aspects of your job as your organization's HR leader. You and your HR recruiting team carve out a plan, stick to it, and in the end, you make the best choice possible with the information available to you.
Even with the best-laid plans, hiring missteps occur for all hiring levels and positions—sometimes through no fault of your own or the employee's—and soon turn into hiring disasters for everyone involved.
Develop a Solid Strategy to Avoid Hiring Disasters and Find the New Hire Who Will Flourish
Preventing hiring mishaps, disasters and outright catastrophes are far easier than trying to recover from them. You can greatly improve the odds against becoming one of the 95 percent of companies surveyed that admit to making bad hiring decisions each year by adding in a few simple steps to your hiring repertoire.
By supplementing your current approach to hiring with the following tips, you can develop a solid strategy to help avoid expensive and demoralizing hiring disasters and find the candidate who will flourish in your organization.
Create a Clear Job Description- Be sure to create clear and honest job descriptions that reflect the position's necessary qualifications, experience, educational background and soft skills. Frame the job description as an itemized list of requirements with little, if any, wiggle room.
Expand Your Talent Pool- Whether you search for your prospective employees through temp agencies, open calls for resumes or job boards, do not limit your talent pool from the outset. Make sure you get to scan the resumes and applications of all the most promising candidates. Next, after narrowing down your selections to the three—or the most comfortable number for your organization or the number that you feel you need—of the most qualified candidates, call each one in for their own interview so you can see if they are as great in person as they are on paper.
Find a Talented Candidate Who Embraces Current and Upcoming Technology Trends- Whether the position for which you are hiring is in your IT, accounting or legal department, the future of the workplace focuses largely on technology, regardless of the field of work or the position itself.
Conduct More Than One Thorough and Well-Executed Interview for Each Candidate- While it sounds exhausting and time-consuming, you should never underestimate the value of two or more interviews, performed in more than one location. Perform your first interview in your office conference room, which allows for additional management team members to join in. For the next interview—for the last two or three candidates—meet in your office's lounge, kitchen or even off-site at a café for a more informal discussion about their possible professional future with your company.
Check Education and Certification Credentials- Some job seekers exaggerate claims on their resumes, such as completing their education and receiving their degree when they might have dropped out with one semester left. Either way, your due diligence can help you determine your candidate's integrity. Even if a certain credential is negotiable, a candidate who is willing to lie is a hiring disaster waiting to crash and burn. Contact the job candidate's college or certification body to verify their achievements and status.
Perform a Thorough Reference Investigation- Similar to checking for credentials, performing a thorough reference investigation is a good way to verify objective facts about your prospective hire's past professional experience.
Test for Skills Qualification Requirements- Job candidates sometimes overestimate their abilities—and sometimes, unfortunately, they are simply dishonest, hoping it is a soft requirement—when it comes to answering questions about any skills qualification requirements you may have for the available position.
Pay Attention to Soft Skills That Can Impact your Organization's Brand Value- Soft skills are sometimes difficult to determine from a resume or even a well-crafted cover letter. Look for clues about your prospective hire in any letters of reference you receive. If you cannot glean the information you need about personality traits, such as your candidate's comfort level with oral and written communication, go ahead and ask for a forthright answer. Let them know the brand value of their honest answer for your organization since their work may heavily involve some aspect of a soft skill. Sometimes this area is the blind spot that causes the biggest hiring disasters. Additional soft skills that may pertain to your position and your organization's brand include teamwork, cooperation, comfort working independently and the ability to think outside-of-the-box.
Join Forces with Staffing Solutions Professionals
No matter how talented your HR team is, it never hurts to reinforce your efforts with a seasoned staffing agency to help you stay true to your hiring strategy to ensure that you protect your company from hiring disasters.
Whether handing off some job candidate search tasks or working in tandem to make sure you check off all the necessary boxes to find the best candidate for the position, our ICS team can help you find the new hire who will become an asset to your organization.