The first step to making a good hiring decision is to know what you're looking for. You should take the time to write a full description of the job so that you know exactly what the position entails. To hire the right talent, you have to look in the right places. Many hiring managers report that employee referrals have a much higher success rate in hiring.
The applicant to hire ratio for employee referrals is 10 to 1, while 72 applicants from traditional sources are needed to make a hire. Staffing agencies, such as The Lee Group, also have access to a wide range of candidates to help connect your vacant position with the right person. It's easy to understand why the future of an organization depends on making good hiring decisions. If you haven't called all of their references, pick up the phone.
You may receive information that will influence your decision. Consider conducting evaluations to assess the personality traits that will make your new employee successful. If there's still no clear winner, don't rush to consult your gut just yet. Develop some interview questions first to break the tie.
The decisive interview questions reveal hidden, but important, personality traits. The right list of questions can help you develop a personality profile for the candidate that hides under the mask he puts on when he wears his best interview suit. You can measure a candidate's level of maturity and emotional intelligence. You can find out what motivates them, if they are confident in themselves and if they are committed to personal growth.
Tie-breaking questions are unexpected and, since they are not rehearsed, they will allow you to get to know your candidate better. The job description is one of the first interactions a job seeker has with your organization. Make sure you write good job descriptions that accurately reflect your brand and the position you're hiring for. According to a CareerBuilder survey, nearly 3 out of 4 employers (74 percent) said they hired the wrong person for a position.
For example, refusing to hire a candidate with multiple traffic violations would be valid for a truck driver position, but it's not relevant for a marketing position. For example, if the organization values innovation and creativity and expects all employees to contribute new ideas on a regular basis, look for that skill in potential new employees and avoid hiring someone who would prefer to be instructed to carry out all the activities of the day without any innovation or new ideas. Use the knowledge you've gained about your job candidates throughout the hiring process to make a final decision about who to hire. In that case, look for a new employee with the positive attributes that will strengthen the team and address existing conflicts separately.
Ask the following questions to better describe how your hiring manager should decide to hire the best candidate. The specific elements of a hiring process are unique to each company, but there are general steps that every company can take to attract and hire qualified candidates. Look for companies with similar work cultures, or if your company has already hired someone from another company who has made a seamless transition to work and who is excelling, consider reaching out to other employees from that company who might be a good fit. However, with the right hiring and onboarding process, you'll soon be able to recruit and hire the best candidates.