Are you falling out of love with your hiring process lately? After a rough day of interviewing dozens of candidates that have no business in your candidate pool, are you left crying on the couch with a tub of ice cream in hand? No one wants that. When making hiring decisions the stakes are high, the people you bring into the company could be with your organization for years to come – that’s a pretty big commitment. Loving the hiring process and choosing the right hire is possible.
Here are a few tips that will leave you swooning over your hiring process once again:
1) Get important people involved
Hiring is a big deal. The people that you’re hiring will be with your organization for, hopefully, many years. People who will be working with a new hire should be part of the process. Do everyone a favor and get those people that will be supervising and working alongside your new candidate(s) involved in the process to figure out what competencies are important. They’ll appreciate being involved, and you’ll have more information about what the right selection model should look like.
2) Team up with the experts
Your people know what’s needed for successful performance on the job. They’re job content experts and bring critical knowledge to the table. Knowing what functional competencies are important is only half the battle, however.
Measuring your candidates for those functional competencies takes a scientific expertise that only assessment experts can provide. Assessment experts are usually trained I/O Psychologists, and dedicate themselves to worrying about the most accurate methods of job-performance prediction. That way, you have all of the information that you need to make the best selection decisions possible.
3) Use a consistent process
A lot of times when we talk about consistency in hiring processes, we are coming from a legal defensibility perspective. Inconsistent hiring practices are regarded as a major red flag to several agencies that you do not want to alarm (EEOC & the OFCCP topping the list). Consistency, however, should also be regarded as a way to improve the accuracy of your selection decisions. As any statistician knows, the upper limit of validity is reliability. In essence, you can never have a valid (and predictive) selection tool or process if decisions are not made consistently across candidates.
4) Train your worries away
No matter how much care and time you put into creating predictive, efficient, and fair hiring tools, there is always that moment of anxiety when human error comes into play. You’ve recruited, you’ve screened, and you’ve spent time and energy putting in place best-in-class selection tools. Yet the final decision is in the hands of someone who may just throw all of the selection best-practices that you love right out the window. Save yourself the heartache and get those hiring managers on board with the right way to do things. Sign them up for behavioral based interview training so that they can learn all of the skills they’ll need to add significant value to the selection process.
So if you’re ready to fall in love with your hiring process, toss that old process to the curb and integrate these four tactics into your hiring system.