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Don't get tricked in your next interview, watch the video below to learn about the Top 5 Interviewing Mistakes.
On this Thanksgiving Day, Select International is very thankful for our valued clients and partners that we are privileged enough to work with on a daily basis. Over the past twenty years, Select International has provided solutions that have helped organizations around the world identify, select and develop employees that drive innovation and achieve superior results.
I have a lot to be thankful for: family, friends, my job, food at my table and a roof over my head but if you are a busy HR professional, I bet having an efficient hiring process tops your “Professional Thankful List”. Hiring the right people, the first time, can mean so much for your organization. As a hiring manager you put a lot of time, effort and investment into hiring employees – you always hope a new hire works out. In case you’re more regretful than thankful for your hiring process, here are a few steps you may be missing:
In 2012, the American National Standards Institute and Society for Human Resource Management collaborated to determine a cost-per-hire algorithm that would provide a standard by which companies in the United States could compare their hiring across industries. Lee Webster, SHRM’s director of HR standards stated, “The HR profession and its stakeholders can now begin to make business decisions based on credible, transferable, and inter-operable human capital analytics.”
Recently, we hosted a Select Interviewing Workshop, where we delved into the key components of behavioral-based interviewing. One topic that never fails to surface in these workshops is the challenge of hiring millennials—inevitably, there are some individuals who believe 20-somethings are indolent, feel wrongly entitled, and lack basic etiquette in the workplace. They enjoy citing example after example of young adults that can’t stop texting at work, are just in it for the paycheck and expect costly benefits packages and vacation days too soon. This isn’t true with every 20-something, and the problem may lie within the hiring process rather than something that is classified as a “generational issue”.
Are you reading this blog on a mobile device? Chances are that a quarter of you (or more) are reading this on a smartphone or tablet. Even if you aren’t reading on that device, it is likely that some link to it has shown up on one. Personally, I have probably received a link to this blog in my e-mail and on my LinkedIn, Facebook, and Twitter apps, which are on my PC, smartphone and tablet. If you aren’t this connected and mobile, it probably won’t be long before you are.
Job applications are a quick and effective way to get more information about whether job candidates are qualified for a position. Including knock-out questions on an upfront application about specific requirements for the job can eliminate candidates before progressing them to more costly stages of the hiring process. One question sometimes utilized is asking whether candidates have a prior criminal conviction, which is often framed as a yes or no question. Using this yes/no question does not to take into account the complexity of the answer and whether the conviction is related to the job in question. More importantly, the Equal Employment Opportunity Commission suggests that utilizing this type of question may put protected classes at a disadvantage because African Americans and Latinos tend to have higher rates of convictions than whites. Recognizing this potentially unfair treatment to protected classes and the possibility for adverse impact, more and more legislation is taking effect to “ban the box.”
Your company is investing significant capital in a new facility. It will be state of the art in terms of technology, equipment, and layout. The project planners have thought of everything and it truly will be a showcase operation. But what about the most important ingredient needed for a successful plant start-up ... the people who will run it? Has the same care, planning and analysis gone into designing the hiring system needed to ensure the employees will be world class just like the facility?
What eHarmony has done in matchmaking is to use data to empirically identify 29 key dimensions of compatibility that predict successful relationships and marriages. They have grouped these dimensions into “Core Traits” that include emotional temperament, sociability, intellect and energy and “Vital Attributes” that include things like communication style, conflict resolution, spirituality and ambition.
It’s likely you already have a hiring process in place. But like all things, hiring processes must change to meet the demands of the constantly evolving world in which we live – if not you’ll create a terrifying monster of a hiring process!
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