In this article we are looking at the key points that will streamline, improve and increase the efficiency of your hiring process, with the key aim of getting every appointment right. I have a fair bit to say on the subject so excuse my brief intro.
Let’s get amongst it.
1. Clearly define the role you are recruiting for
It should be utterly clear to all internal stakeholders and the candidate what the role does for the business, the key purpose/duties and the measurables/deliverables. In other words, if you can’t write and then provide a full job description and get full buy in from the team surrounding the role then don’t hire. Allocate the duties elsewhere. This will save you from hiring a person who then finds half a role, or a team that doesn’t understand why they are in the business, leading to a disengaged candidate who will move on.
2. Make a checklist and stick to it
For your position, agree on the qualities/skills/experience your candidate MUST bring in order to earn a place in your team. Unless the person offers 90% or more of those things, don’t hire.
3. Phone-screen first
Formulate 4 or 5 skill related questions and call the candidates whose CV’s interest you before committing to a meeting. This will weed out people who just don’t feel right or don’t have the guns before you commit to spending an hour plus interviewing.
4. Get a team to meet the candidate
It’s become very clear that companies who involve three or four stakeholders in their recruitment process recruit more effectively. Also, unless everyone agrees, don’t hire! Now, while its essential you involve everyone you also have to…
5. Keep it timely!
Your recruitment process from initial meeting to signed contract should take 3 weeks, max. 3 weeks people! The gnashing of teeth and grinding of jaws I hear when clients lose that great person because they were waiting for Bob to come back from China and meet John for the third time… come on! Make a decision. Remember recruitment is a courting process, and the late comer go’s home alone. Or something like that.
6. Get the money right, or recruit with an open mind
Research the market and ensure you meet or exceed market salaries for your position. Alternatively, meet the right candidates and negotiate in good faith on the basis of their commercial knowledge and contacts.
7. Keep a talent pool
The great person you met a year ago who didn’t have quite enough experience? Well they’ve got it now, and he they were dead keen to work for you. You should be in a position to reach back 2 or 3 years to great people you’ve met, as well as the shortlisted candidates who didn’t make it to interview stage for whatever reason.
8. Have a superb checking process
The one time I made a horrific hire was due to shortcutting my process. Your process should include 2 Reference checks from prior managers, and 3rd party tests such as those provided by companies such as Personnel Profile Specialists Ltd, who provide full and thorough background checks including driver/legal, qualifications and medical history. You should also strongly consider drug and medical. If your chosen person doesn’t come through with flying colours, then don’t hire.
So there you have it. Be relentless in the pursuit of greatness and remember: a good vacancy is better than a bad hire.
Have fun out there in 2019!