In today’s job market many businesses still struggle with hiring the best quality of candidates. Many single job openings are attracting double or triple number of applicants, yet the challenge of avoiding the poor quality candidate remains.
Most hiring managers have stories of personal experience about a bad hire either because of time or availability, deadline pressures or lack of selection expertise. Many have now learned that to increase one’s effectiveness, beyond “gut feeling” selection and save large amounts of money and time, new techniques must be bridged. Technology advancements of candidate screening and utilization of assessment tools now bring stronger hiring results at affordable prices to even small business owners.
If one is looking for immediate solutions to assist in reducing the number of poor quality hires, the following tips will assist in hiring the right candidate for the right job.
1. Establish the critical job competencies necessary to align candidates with the open job. These competencies will not only assist in the formation of one’s “help wanted” ads, but also put specific parameters around focused interview questions.
2. Establish a definition of “employee” quality and utilize it when screening candidates. Most organizations don’t have any written definitions of a “quality employee” nor do they have a clear idea of what good or exceptional performance should look like. This may be the time to unravel the best characteristics of one’s top performers’ skills and competencies necessary for effective screening during the hiring process
3. Educate all hiring managers of the necessary hiring techniques and process to eliminate poor quality hiring. Hiring the “best of the best” continues to be a struggle for many senior managers which aren’t utilizing hiring techniques aligned to today’s workforce challenges. Even when organizations offer interview training, to managers and supervisors, the retention level becomes fragmented over time. Involve all managers in setting the hiring criteria so the process becomes objective and consistently applied. It becomes critical to strengthen the managers hiring performance to include selection employees with the right skills, right organizational fit to company values and a positive work attitude.
4. Investigate and experiment with new hiring tools for candidate screening and selection. Today, there are many organizations that provide tools and services for better candidate screening or background checks. There are also various assessment tools available to maximize the hiring performance, even before a manager invests a large amount of time in an actual interview process. Today organizations can even utilize the internet directly connected to one’s website to maximize screening effectiveness. Exploring and utilizing technology may give an organization the necessary hiring edge to maximize business performance.
5. Educate yourself on the new hiring techniques and avoid the “gut feeling” hiring process. Take the time to gain new hiring and interview skills by reading material on effective hiring solutions or engage in good hiring conversation with peers or fellow professionals.
The necessary hiring tools are there to maximize one’s hiring effectiveness. One can continue to utilize ineffective hiring techniques, utilized in the past, or sharpen a hiring process that delivers employees which effect bottom-line results to financial goals. The challenge remains in the performance of each and every manager. Now may be the time to take the necessary steps to avoid hiring poor quality candidates.