SELECT PERSPECTIVES BLOG

How Does Your Hiring Process Compare?

Posted by  Paul Glatzhofer

As an external HR consultancy we are sometimes asked “how does my hiring process compare to a “best in class” model?”  Because every organization is unique it is a hard question to answer.  However there are some best practices that should be used (or at least considered) in every process.  To this point we have developed a short hiring processes survey whereby you can score your organization against the best.  This survey is intended, first and foremost, to get you thinking about your hiring process, the individual components, and what might be missing.  Secondly, it is a quick barometer on how you stack up to a “best in class” hiring process.  Count how many “yes’s” you have as you work your way through these 20 questions.

 

 

HIRING PROCESS SURVEY

 

APPLICATION

  1. Do you use an online application?

 YES or NO

  1. Does your application allow the candidates to specify exactly what posting/position they are interested?

 YES or NO

  1. Does your application include questions that are used to screen out candidates who do not meet the minimum qualifications?

 YES or NO

  1. Does your application allow you to collect “information only” information that will be useful later in the hiring process (e.g., shift preferences, salary ranges, etc.)?

 YES or NO

  1. Does your online application allow the candidate to build or upload a resume?

 YES or NO

PRE SCREENING ASSESSMENT

  1. Do you use an assessment at the beginning of the process to assess functional competencies?

 YES or NO

  1. Does your assessment provide you with a score report?

 YES or NO

  1. Does this assessment allow you to “screen out” candidates who do not meet your criteria?

 YES or NO

  1. Does this assessment provide you will interviewing questions or probes to use later in the process?

 YES or NO

HR PHONE SCREEN

  1. Does your HR Department conduct a phone screen on candidates who meet the minimum qualifications?

 YES or NO

  1. Have your HR professions been trained in behavioral interviewing?

 YES or NO

  1. Does the phone screen include a background review, motivational fit questions, and questions to assess functional competencies?

 YES or NO

  1. Do your HR professionals have the ability to “screen out” candidates who do not meet the success criteria?

 YES or NO

ROBUST ASSESSEMNT

  1. Are you using a robust personality and/or cognitive ability assessment?

 YES or NO

  1. Does your assessment allow you to “screen out” candidates who do not meet your criteria?

 YES or NO

  1. Does your assessment provide you with a score report, interview questions, and/or developmental suggestions?

 YES or NO

HIRING MANAGER INTERVIEW

  1. Do you include a Hiring Manager interview in the process?

 YES or NO

  1. Have your hiring managers been trained in behavioral interviewing?

 YES or NO

  1. Does the Hiring Manager interview include motivational fit questions, functional competency measurement, and technical skill questions?

 YES or NO

  1. Does your HR group collaborate with Hiring Managers to make the best decision at the end of the process?

 YES or NO

 

Scoring – After you have completed the survey count how many “YES” responses you have. That is your total score for this exercise.  See the scoring key below to see where your organization falls.

SCORE

DESCRIPTION

MORE DETAILED DESCRIPTION

0 POINTS

????

Can you define “hiring process” – I have never heard that term before.

1-5 POINTS

Need Significant Help

We use a few very basic steps in our process.  We need significant help to start identifying candidates who have the ability to be successful.  Many times it is 50/50 whether a new hire will work out for us.   

6 – 10 POINTS

Need Help

We have put some processes in place that work – however to get to the next level we need to spend more time and energy on revising the process.

11-15 POINTS

Some Improvement Needed

We have put time and energy into our process and we are seeing improvements.  We need to target a few key areas of improvement to get the next level.

16-19 POINTS

Really Close to Being Great

We have put significant time and money into our hiring process.  Generally our process is seen as efficient and predictive.  We need to focus on 1 or 2 specific areas and our process will be great.

20 POINTS

“Best In Class”

My organization should actually be writing this blog post.

 

How did you stack up?  Are you regretting spending time on this survey because your organization scored so low?  Not to worry – our estimate is that 95% of all organizations obtain a score below 20 on this survey and probably 50% fall below a 10.  This survey was not meant to make you feel bad (or perhaps good) about your hiring process – rather it is a tool to identify gaps and also see which aspects of your process need the most help.  Every hiring process can be improved in some way, shape, or form.

how to conduct interviews

Tags:   hiring, hiring process, interview

Paul Glatzhofer

Paul is Select International’s Director of Leadership Solutions. He works primarily with organizations that are implementing global assessment systems focusing on leadership levels. Paul’s work includes project management, project implementation, job analysis, assessment validation, competency and skills validation, selection system design, applicant tracking, EEOC & OFCCP reporting, turnover and ROI analysis.

Subscribe to Email Updates

Discover the cost-saving benefits of hiring the right employees, the first time.

REQUEST A DEMO