Hiring, depending on your perspective, can be a time filled with either excitement or dread. On one hand, your company is now at a place in which it can afford to hire more employees, which means growth is inevitable. On the other hand, hiring in itself can be a daunting process, and one often filled with redundancy, uncertainty, and sometimes even feelings of helplessness. What if you just can’t find that great candidate you’ve been looking for? What will it take to fill an empty role with the best possible person for the job?
Hiring isn’t easy. According to a 2012 survey by CareerBuilder, up to 66% of U.S. employers reported that bad hires have cost their companies upwards of $50,000, which doesn’t even account for dips in employee morale, decreased productivity and other negative impacts on client relations and overall company culture. Every day, hiring departments are tasked with sifting through endless applications and resumes in search of that one perfect fit. But hiring is about more than finding the best talent, and the right answer can’t always be found on paper, in black and white. There are a number of factors recruiters should consider when searching for that ideal candidate. For this reason, it is crucial that companies adopt a solid set of hiring practices – one that incorporates a variety of elements aimed at narrowing down the applicant pool to just one.
Betting on cultural fit
The ideal candidate needs to do more than their job well. They need to be able to mesh well within a company’s team dynamic. In an era where company culture is highly valued — one of the top qualities millennial look for in employment opportunities, in fact — it’s important recruiters and hiring committees think outside the box when it comes to filling roles. And when it comes to cultural fit, employers just can’t compromise. Many hiring professionals operate with this mentality: a candidate can be trained to do their job well, but a candidate can’t be trained to fit into a company’s culture. Companies can help employees adopt new skills, but it’s much harder to help them adopt a new personality.
So, how do they do it? How are companies like Google, Amazon and other big brands using the hiring process to their advantage? How is it that these companies are seemingly constantly filled with employees that are driving their organizations into farther reaches of success?
There’s a formula to effective hiring. These hiring secrets are highly sought after because they work. Follow these secret hiring tips to find that next great candidate for your organization.
Adopt a uniform hiring process
The structure is important during hiring. You can’t possibly hire the perfect candidate if you’ve got no system in place to ensure they are the right one for the job. Keeping a uniform hiring process can be made simpler with the use of a questionnaire, which can help determine whether any particular candidate “checks all the boxes” in terms of qualities and characteristics that may be necessary for the role. Having a hiring committee that sticks to the script can help you clearly define what makes a person the right one for the job, so there needn’t be any room for doubt. Here are some qualities to look for in small business employees.
Incorporate a job-related task or duty
The interview process can be intimidating, but given that you only have access to these candidates for a short period of time, you’ve got to make the most of it. In addition to asking thoughtful questions and learning all, you can about job candidates, their experiences, strengths, and weaknesses, consider putting more effort into the hiring process. You can get more out of your interview time by having your candidates perform a task or duty like one they’d encounter if they’re hired for the job. Doing this can provide an extraordinary glimpse into their personality. How adaptable are they? Do they panic easily under pressure? Are they collaborative or do they prefer to do things all on their own? These are all questions an exercise can answer, and the value this brings when it comes to making an educated decision is indisputable. By taking the interview process one step further, your chances of finding the ideal candidate increase.
Debrief your hiring team
Today’s companies, no matter how large, just can’t afford to hire the wrong people. It costs money, effort, and worst of all, time, to deal with a bad hire. Once you’ve conducted interviews, make it a point for your hiring committee to debrief. Have an honest discussion about each candidate, and be sure to go over any potential red flags you encounter. A big red flag is likely to reappear down the road, so brushing it under the rug does no one any favors. Making sure everyone on your committee is on board with the chosen candidate ensures the best chance of a successful hire. Encourage honesty in these discussions and soon you’ll get to the crux of who the right employee should be.
Whether you’re a new company or one that’s well established, the power of a good hiring process can’t be denied. Use these tools to help you find the right employees every time.