How to Find and Keep the Right People: Part 2- The Hiring Process

article-0-01B431F20000044D-984_634x455In my last blog, I discussed some possible ways to find the right candidates for your business. In today’s blog, I am going to discuss the hiring process.

Employee hiring and firing is one of the most time-consuming and costly investments you’ll make as a business owner. It can be a long, drawn-out and sometimes unsuccessful process if you aren’t asking the right questions or looking for the right things. Many of the people I have worked with throughout my 30-plus years in business have improved their success rates by following a formal hiring process. Creating a hiring process that works for your business will prove invaluable to making this daunting task less taxing on your time and budget.

After sorting through resumes, you’ve chosen the most suitable candidates and it’s now time to meet these candidates and interview them.

The Interview

The first step in the hiring process is the formal interview. Ask questions pertaining to their behaviour and personality, as well as their knowledge and skills. The type of person they are is as important as their skills. Evaluate if this candidate will fit with your vision, your team and the culture of your workplace.

Testing

Many businesses stop their process after the interview, but why not include a testing element? The testing element will differ depending on what industry you’re in but what remains the same is the value you will get from it. You will be able to get a true sense of the candidates’ skills and what exactly they will be able to bring to your business. Tests are also a way that you can filter if the person can back up what they say they can do.

Be sure to utilize a test that will give you a real sense of how the person will perform on the job. These could be hands-on, performance-based, or analytical tests. For example, if you are hiring a salesperson, have them present a sales pitch to you, or for an IT candidate, maybe it’s a written test that displays skills that are directly related to certain job duties they’d be performing. This will allow you to get a better sense of the overall capability of this candidate in the role they are applying for.

Score the tests and then determine which candidate you should move forward with to the next step – the reference checks.

References

I have seen many people show mixed emotions when it comes to reference checks. Some believe they are the most help in making a decision to hire or not to hire and some believe they are just a waste of time. I suggest that in order to make the most of references, you need to make the calls personally and ask the questions you want the answers to. Ask questions about the candidate’s personality and work style, as well as skills. You want open-ended questions that spark discussion, not closed-ended ones that only allow for one-word answers. After all, you want to know if this candidate is right for your business, so use this time wisely with directed questions.

Who you accept as a reference is also an important component of this step. Contacting a relative or friend as a reference will give you the biased answers you don’t want you to hear. Ensure that you make the most of the limited time you have during these calls to find out what your face-to-face interview and test have not already revealed.

The hiring process can be exciting and purposeful. An elevated interview, the addition of a testing element and appropriate reference checks are just some things that can make a world of a difference to your process. Once you’ve found your perfect candidate, what are the best ways for keeping employees? Stay tuned for my next blog that will provide insights on employee recognition and retention.

What procedures have you used during a hiring process? What worked the best? What didn’t work? I look forward to a lively discussion!