The implications of a bad hire can be costly to a business, not just financially but also culturally. In most cases it can take up to 12 months to gain a rate of return on your investment in a new employee. So the importance of making a correct hiring decision is critical.
Equally as important is attracting top talent to your business in the first instance.
The market for top talent is competitive. Engaging with candidates during the first interview process is vital. Many employers forget the interview process is a two way street. Candidates are interviewing and screening the employer just as much as the employer is interviewing and screening the candidate.
Here are 8 practical tips to making the right hiring decision and setting yourself up as the “employer of choice”:
- Be prepared – Take the time to think through what you are exactly looking for in the candidate. Consider the competencies of the role and construct your interview guide around technical capability, motivations and cultural fit. Candidates expect a robust interview process.
- Be Engaged – Show genuine interest in the candidate and who they are.
- Promote your organisation – The interview is the time to promote the organisation. Remember to discuss the benefits of working at your business. Things to consider are ‘perks’, community days, work life balance, the ability to buy annual leave, flexibility, location and corporate values.
- Psychometric testing – This is a valuable tool in any recruitment process. It can provide valuable insight into an individual’s personality and cognitive make up and importantly can be useful as a developmental and management tool in the future. That said, it should be remembered that is just one screening tool in the recruitment process and importantly avoid falling into the trap of making decisions based solely on the outcome of psychometric testing.
- Consider ‘Fit’ factors – Evaluating an individual’s motivational, career and cultural fit factors is critical to every successful hiring decision. Take time to identify the candidate’s fit profile and match to the organisation and role.
- Protect your brand and market reputation – Communicate and update your candidates regularly. It is important that all candidates feel they have had a great experience even if their application is unsuccessful in that instance.
- Reference checks are important – Some think candidates will only give names of referees who they are confident will report positively. This is not always the case. Remember, probe and listen for ‘what isn’t being said’.
- Induction – A great first day is so important. Make sure this is positive.
By investing time in a thorough recruitment process you will not only obtain top talent but also a candidate who will be culturally aligned with your organisation’s vision and values. Your return will not only be technical capability but an engaged and happy workforce too.