Hire Right! Hire Standard’s Best Hiring Practices

How can you (the hiring company and future employer) increase your odds of making a successful hire? There are so many considerations, combined with the pressure to fill a vacancy that companies risk-making decisions that can backfire. We suggest reviewing these guidelines for improvement.

  1. ESTABLISH A HIRING SYSTEM AND STICK WITH IT
    Avoid the pitfalls of hiring quickly without a structured system. Does your company have a step-by- step approach to filling your needs? Decide who should be included at which point in your process, and definitely avoid “decision by committee”, particularly when reviewing resumes.
  2. SELECT ONE SPOKESPERSON TO REPRESENT YOU IN THE PROCESS
    Regardless of company size, designate one individual to represent your interests as you communicate with, interview, test, and background check candidates. Whether working with a recruiting firm or going into the candidate wilderness alone, only one person should coordinate your activities, keep records during the process, and identify/accept (and reject!) candidates. This will foster consistency and avoid finger-pointing later on.
  3. ANALYZE THE POSITION AND ENCOURAGE ENGAGEMENT
    Team members, direct reports and supervisors should participate in the creation of the position description and needs analysis. The trick here is to set a time limit for feedback, incorporate the positive, and reply to those suggestions that have been quashed. This “up and down” participation will strengthen the team and may result in a different view of the position – maybe even the whole department!
  4. ANALYZE AND SUMMARIZE YOUR CORPORATE CULTURE
    Don’t say, “it depends on the position or department”. All companies have a brand that identifies and differentiates them…what is yours? What types of people have historically succeeded in your culture? Are you inclusive or exclusive? Is management generally open door or closed circuit? Is your environment high energy or more solitary and task oriented? How are goals set and how are employees reviewed/ rated? What training vehicles do you use and how do you evaluate a new employee after training?
  5. RE-ASSESS AFTER 15 DAYS IF YOU HAVE NOT IDENTIFIED YOUR HIRE
    With the right program in place, you should be able to identify several probable employees quickly. If you are attracting flawed candidates, don’t hesitate to reach out to experienced recruiters to help evaluate your situation. They may see something you have overlooked, or have valuable suggestions for better results.

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