Monday, February 15, 2016

Where to Look if Your Hiring is Falling Short

A newspaper classified ad in large print says, Wanted Skilled Labor

It’s sad. Most companies really struggle to recruit and hire the top talent they want and need to thrive. Hiring is a process that is critical to success; yet few organizations are really good at it. 

Of course, your hiring team should be well versed in interviewing skills training so they have a consistent process to follow and an effective rating system that focuses on the specific behavior-based competencies needed for the specific job and your organizational culture. But beyond preparing your interviewers well, how good are you at the other important components in the hiring process from sourcing to screening to making the offer? Do you know? If not, you should. You should have a system in place so you can evaluate where your hiring process is successful and where it needs bolstering. 

Here are ways some recruiting experts suggest you assess your success:

1. Take a close look at your overall hiring process.
Define the key stages from attracting to hiring. Make sure that you have a good idea about how many candidates on average you will need to source, screen and interview to hit your hiring forecast.  Then plan and allocate resources accordingly.  And please be smart about how many interviews you subject a candidate to.  Our research tells us that you only need four people to interview a candidate to understand if they have the behavioral competencies needed to succeed.  Anyone else you add to the mix is for team buy-in.   Unfortunately, some companies have 10 or more interviews and turn off great candidates before they can get them on board.

2. Take a close look at your candidate sourcing channels. 
You want to ensure that you have an active and robust pipeline of potential employees who may fit. Know where your best candidates come from and keep in touch. 

Referrals are probably the most favored route because they come with recommendations from people who know them and who know the company. Be sure you actively promote referrals by asking employees frequently to review their network for likely talent and by rewarding them when a referral hire is made. Other helpful sourcing channels include social media, internet job marketplaces, and hiring agencies (especially good for identifying qualified candidates for senior positions).  Just make sure your job descriptions are accurate, compelling and reflect your true corporate culture.  You do not want to fill your candidate pipeline with unqualified talent.

3. Take a good look at your candidate screening process. 
Capture all the information you can about each candidate so you can track them at each point in the hiring process. Use validated assessment tools and time-tested behavioral interviewing techniques to qualify potential new hires.

Remember that, with each candidate interaction, you have a chance to learn more about their potential fit while selling the benefits of the job and leaving a good impression. Regardless of whether or not the candidate is hired, be sure that you represent your organization professionally. Who knows where the candidate will end up and who they will talk to next?

4. Take a close look at the final interview stage. 
Make sure your interviewing team is fully prepared to effectively and accurately assess the behavioral competencies that the job demands.  Ensure that you can rate short- and long-term fit in terms of the job, the team, their potential new boss and the overall corporate culture.

Breaking the hiring and interviewing process down into key stages allows you to evaluate each step and improve where you may be falling short. 

Learn more at: http://www.lsaglobal.com/behavior-based-interviewing-training/


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