Have you ever hired someone only to realize a few weeks into the job that they were not the perfect fit for the position?
How many of your job advertisements have failed to attract the right kind of applicants?
And have you ever lost a very potential candidate to your competition all because your decision making process took longer than expected?
When a position gets vacant for whatever reason, it is all hands on deck to fill it as soon as possible. As such you may be tempted to hurry through the hiring process resulting in either a bad hire or not even attracting quality applicants.
In this article, I will take you through six of the most important steps in hiring that you should never skip no matter how urgent the position is.
1. Creating an effective job description
A job description shouldn’t just be a few lines put together. It should effectively communicate what you are looking for in the new hire, their skills, experience as well as responsibilities of the new position.
Before you even think about advertising for that new position, ensure that this is addressed.
A good job description should also provide information that is valuable about your company, while inspiring those who apply about all the prospects of working with you.
2. Get input from various stakeholders
Hiring may be part of your docket but that doesn’t mean that you have to carry on with the entire process alone.
Take your time to get input from various stakeholders like your line managers since employees rarely report to you directly.
In most organizations, they have to go through the line managers first and as such these are the people who understand what they would want in a new hire.
They know what the position requires and who best can do the job hence the reason you should take their input into consideration.
3. Focus on employer branding
Let’s say you are hiring for the position of a Finance Manager. Most probably there are several of your competitors hiring for the same. What would make that candidate choose you and not your competition?
The mistake that most of us do (even you) is assume that an interview is a chance for the candidate to sell themselves for the job but it is a chance to also sell your company as the best employer out there.
Through employer branding, you are able to sell your value to potential employees, thus differentiating yourself from the rest resulting in you attracting the best talent.
4. Prepare relevant interview questions
What is the probability that you have a set of similar interview questions that you ask each and every candidate regardless of the position?
To make the most of any interview, you should always tailor your interview questions to fit the job description. Try also to understand a candidate, their goals and how they align with those of your company.
And while at it, also get input from your line managers. You could even have one sit with you during the interview to be in a better position to hire the best talent.
5. Perfect your shortlisting process
A shortlisting process is a step often overlooked, resulting in a lengthy recruitment process.
Always shortlist as soon as the interviews are done because that way, everything is still fresh in your mind.
And again, you don’t have to do it all by yourself. Bring in your line managers to share their input on various candidates. Their opinion will vary, making you narrow down on the best candidate to give the job.
6. As much as possible, never skip reference checks
In as much as time may not be on your side and you may assume that you know everything you need to know about a candidate, reference checks are very important.
It’s very important to check a candidate’s background to ensure that they are who they claim to be.
The hiring process takes a lot of resources as well as time and if you are going to do it, you need to do it right. Never be in a hurry to fill a position. Putting some thought into the hiring process will help you avoid hiring the wrong person making the whole hiring process less exhaustive.