Hiring for Long-Term Success
Hiring top-performing employees is the goal of every organization. Hiring the right employee for a specific position is the key to long-term success. Hiring is on a tear in our growing economy and it is nearly certain that it will continue in 2020. It’s proven that when organizations implement a well-defined hiring process ROI has a big improvement along with increased sales, customer service, increased productivity, quality, increased profits and much lower employee turnover.
All organizations large or small must have a hiring process to select the right candidate for the job. It isn’t any less important for a small or medium sized organization than it is at a larger organization. It is often more important for smaller or medium sized organizations to get the hiring decision right more often because their organizations are smaller and need every employee to be high performing.
Many organizations do not have the budget to implement a comprehensive hiring process. It’s essential to know that you can build a hiring process that is effective and can accomplish your organization’s hiring needs and goals.
Hire Smart.If you hire an individual who could do the job okay, they will fill the position, but you will probably have to hire a better employee at a future date. Hiring employees with the necessary traits to do the job are important. So, it’s important to identify the key traits that contribute to job success prior to attempting to hire to the job. Then you will will know what traits a job candidate must have to be successful in the job. Always hire to those traits when you are in the selection process.
Use Validated and Predictive Assessments to identify those job candidates with the traits and competencies that the job calls for. These predictive assessments can quickly identify candidates who may possess those key traits and competencies.
Conduct Structured Behavioral interviews provided by the assessment. These interviews require your hiring managers to ask job-relevant questions. These questions let you see how the candidate has dealt with and handled various situations in the past to help you determine if this candidate has the traits and/or competencies needed to perform the job successfully. Keep in mind past performance is a strong indicator of future performance.
Be Uniform. Make sure you evaluate your job candidates using the same process with every candidate. Using the data provided by the assessment, interviews, reference checks and background checking when needed you will be making hiring decisions that are accurate and legally defensible. Don’t take shortcuts even though you are tempted to do so. Gut feelings are no better than flipping a coin and could result in a claim of discrimination by an individual.
Develop Your Talent. Once you have decided to hire your new employee it is not time to stop your process. Now it is time to put on your Onboarding hat and help your new employee get excited about their new job and organization.
Onboarding for Success in an organization’s hiring process. Onboarding helps new hires become engaged and excited to come to work every day. When new employees are given the proper direction, they will not want to leave your organizations and look for work elsewhere. I hope these six considerations can help ease the pain of constructing an effective and efficient hiring process that will meet your company’s needs. After all, the best hire is the right hire!
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