With the imperative role people play in organizations along with the strikingly high costs of turnover, employers across industries agree that attracting and retaining top talent is a major priority. From finding skilled, qualified candidates to ensuring cultural fit and longevity of the new employee, there are many steps involved in making a successful hire. The following are 9 critical steps for making a successful hire.
Make sure to consider both the requirements of the position, and the type of person who is likely to best fit your company’s unique culture. In writing job descriptions, ask yourself what that “X Factor” is that makes people successful in your organization?
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. By placing public ads, you may be limiting yourself to the population that is actively looking for work (the unemployed) and failing to cover an entire group of people that are ready to be excited by the right opportunity (the underemployed).
Candidate pre-screening is an important step in ensuring that you are identifying any potential hiring barriers early in the process. By establishing a set criteria of critical factors, you are able to save substantial time and ensure a fair and unbiased screening process. In addition, by introducing an alternate person in the pre-screening process such as a recruiter, you are able to maintain a higher level of objectivity in your interviews, drawing from the expertise and experience of the recruiter in the screening process.
Utilizing skill assessments during your hiring process is essential in determining whether or not a candidate’s abilities match the skills, certifications and experience they have listed on their resume. There are a wide range of skills assessments used by employers, from typing to medical terminology. To learn more about the common types of assessments used by employers, click here.
The interviewing phase provides major insight into a candidate’s fit with company culture. In this phase, the goal is to get a better understanding of what will motivate and engage the employee to ensure his or her success and longevity with your organization. Spending time to better prepare for and structure the interview process can be extremely valuable, ensuring you are getting the best insights into the candidate’s character, potential, strengths and limitations.
While there are many interview styles and questions to choose from, we have put together a comprehensive Interview Guidebook to assist you in this crucial step of the hiring process.
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A set questionnaire will also ensure a consistent and equitable screening process. Always position yourself to lead the conversation by asking the right questions; that way, you 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. For this reason, employers often elect to outsource this step of the hiring process.
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, you should speak with an HR professional to ensure that you’re protecting yourself from exposure to undue liability.
Once the new addition to the team has signed employment papers to secure his or her position, you must ensure that your new employee is setup for success in the role. Proper training, constructive feedback, follow-ups, and performance reviews will help to ensure they successfully integrate within the company.
Imagine this… after investing substantial time, effort and money into 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. 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?
TPD is an international HR services company. Combining more than three decades of experience with broad capabilities and an entrepreneurial team,TPD works with its clients across all industries to deliver business results through people solutions.
We help people succeed.
We help organizations perform.
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