In these ever changing and competitive times, the need to hire the right talent the first time must be a high organizational priority. Organizations who can hire right the first time to fill the available positions have a competitive edge. When qualified employees are matched with the right jobs, then production rises; and this is bound to affect the bottom line.
Hiring the Wrong Person
Hiring the wrong person has many and varied negative effects on a team and on an organization. But why do they occur? In my experience, it is probably due to one or more of the following reasons.
- The interviewing teams do not have a clear and agreed upon consensus on the criteria for success in the job for which they are hiring.
- The people interviewing do not know how to conduct an effective and legal interview that will uncover the information needed to make a well informed selection
- The interviewing team does not have the most effective members to interview and select the best person
- The candidates are not provided an appropriate opportunity to understand what the job and work environment is like.
- There are often behavioral considerations that need to be taken into consideration for success on the job. These are often not considered in the interview process.
Often new hires are given a different impression of what the job requires. Once hired the difference between expectation and reality become monumental. That is not good for the person or the organization.
All too often members of the interviewing team do not have any consensus on what is required for a person to perform well on the job and as part of the organizational team.
Hiring Winning Talent
Hiring wining talent every time involves developing a winning hiring strategy, and a commitment to following it. This strategy should include:
- Define what you are looking for – position description, job competencies, and behavioral preferences
- Develop an interview plan – the interview team, questioning strategy, resume screening, advantages of working for the organization
- Conduct the interview – appropriate climate, prepared questions, responding to candidate question
- Make the selection – decision-making guidelines, evaluation of candidates, communicating after interview
- Introduce the chosen candidate to the workplace – fellow workers etc.
In this way the organization has the best chance of hiring the brightest and best candidates who will be capable of hitting the ground running; and who will be most likely to stay around long enough to become highly productive.