3 Steps to Your Hiring Bulls-eye

Written by Vicki Lauter on . Posted in Attracting Employees, Stages of Growth

missed bulls eye shutterstock_72637066

The world of hiring is changing constantly but the basic tenets still apply.

You want to grow your company

You need to hire people

You need the ‘right’ people not just a body to fill a role

What I see happening is most of you are still using the same tired methods you’ve always used. Isn’t the definition of insanity to keep doing the same thing over and over and expect to get a different result? If you would take just a little time to focus and fix your hiring process, you would be able to hire the right person for the right role faster than your competition. It should not take you months to fill a position.

Stop posting the laundry list of job tasks for a position on your career page and job boards. No one is interested in working for a company that doesn’t post a position that speaks directly to them. You want the people that are right for the job to apply so you don’t have to waste your time reading through resumes and applications that are not a match.

Hold onto your hat – the cavalry has arrived – there is a better way for you to hit your hiring bulls-eye.

1. Start with a job benchmark – We already know that there are specific criteria you need for specific roles. That is a given. Once you have that information you add the specific competencies, behaviors, motivators and acumen for that job. Having a job benchmark for either your key roles or job classes will now help you develop a better ‘posting’ to attract the right people for the right role. Make sure you are using an EEOC, OFCCP compliant talent assessment. We recommend TTI Success Insights TriMetrixHD. Have your candidates take this assessment before the formal interviews because it will provide you with additional information you can ask about and get a more complete view of the candidate that you are interviewing.

2. The interviews – Interviewing is an area I see a lot of companies still struggling to get right. Before you let anyone interview, make sure they are trained. Believe it or not everyone is not a good interviewer and everyone doesn’t want to be an interviewer. You want the right people to be the face of your company to the candidates. Train your interviewers, make sure everyone has a ‘different topic’ to cover so you get good overall information you are looking for from the candidate and they get a chance to understand the whole company. Do not let any of your interviewers ask the ‘Tell me about yourself question’ that gets you only one thing…what the candidate wants you to know about them.

3. The hiring decision – If you have benchmarked your job and your candidates have taken a validated assessment and you have the information from the interviews, you should be in a position to make a strong ‘unbiased’ hiring decision about who is the right person for the role.

If you take the time to follow these three simple steps I can guarantee you will start filling your positions with the right person in the right role. When you have the right person in the right role the individual has less stress because they do not have to modify their style and the company gets the benefit of the role being done in a way that helps the company meet it’s goals. Win – Win is a much better way of hiring than the wacko way it’s been done up till now.

If you don’t know where to start you can always sign up for a free strategy session. It’s free that means you have nothing to lose!

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