No B.S. Coaching Advice

How to Improve Your Hiring Process | No BS Hiring Advice

By Jeff Altman, The Big Game Hunter

How to Improve Your Hiring Process: How the hiring process affects your recruitment and hiring practices is an important question. As a business owner, hiring manager or, leader, hiring the best for your company can be challenging. A hiring process can guide you through the process of finding, recruiting, and hiring new talent. A hiring process also can help keep your staff productive and happy so they can do their job well for you. In fact, hiring great people and talent for your company can increase your profits and success because your team will be more efficient. If you want to improve your hiring process and reap the rewards of hiring the best and brightest people for your company, read on.

How to Improve Your Hiring Process – By following a simple recruitment and hiring process, you can increase your chances of finding and attracting top talent. The recruitment and hiring process should be formulated in advance of hiring with identifiable steps and what each step includes. Each key takeaway provides an action item or goal you can use to follow during the hiring process. There are 10 steps to an effective recruitment and hiring process and these steps include:

Step One – Identify Your Goals.

Identify what you hope to achieve throughout the hiring process and write down your plans.

Step Two – Create A Request.

This is where you set out the rules for hiring, specifying, for example, that candidates hired must meet certain criteria. You can add or delete items from your list as the hiring process goes on. The hiring process should be followed up with a follow-up interview as soon as possible. Follow-up interviews help to ensure that the right candidate is chosen. Also, set a time limit for how long the process should go on for.

Step Three – Interview Potential Candidates.

In this part of the hiring process, you will interview the top applicants that you service. It is recommended that you interview at least three people. Keep in mind that your goal is not just to hire the first candidate you talk to; you want to select the best employee for the position. Insist that the hiring manager provided feedback within two hours of completing an interview. 

Step Four – Create A Job Description.

The goal of the hiring process is to find the best candidate for a particular job. To do that, you must know the skills, abilities, and talents needed for the position and how you will measure for them. Write down everything. It helps to provide an employee description template with the job descriptions of key job descriptions to use as you create your hiring process.

Step Five – Get Back to the Process.

After you have finished writing down your candidate’s skills, abilities and talents, and how you will evaluate for them, then it is time to begin the hiring process. Interviews can also be conducted over the phone, video, email, or through snail mail.

Step Six – Follow-up Promptly

Once you have interviewed candidates, follow up with them by phone, email, or snail mail. Make sure to follow-up with them to ensure they remain interested in your opportunity or are cut loose and told they are no longer under consideration. 

Step Seven: Choose who you are going to hire. 

You may be an infinite pool of candidates available but not an infinite amount of time for you to accomplish what you want to accomplish. No one is going to be perfect but many will be exceptional. Remember you are not a good gauge of whether someone will fit your team or organization. After all, they are of good behavior and so are you. You cannot decide whether someone fits with both of you are being phony with one another. You can decide whether someone is qualified to do what you need to do.

 

Step Eight: Maintain contact with the new hire during the run-up to their joining.

You have invested a lot of time in this process and they are still being approached by recruiters and other companies to join. It takes very little time to touch base with someone to say, “Hi,” and tell them what to expect when they start. Schedule lunch with them and with their future colleagues before they join. Choose wisely who they meet with!

Step Nine: Onboarding! 

Make sure that HR has a process in place not onl him y to have them complete forms, and other minutia but to make new hires feel welcome and appreciated. Nothing is worse than for someone to be courted and persuaded to join and then treated like a slave or nuisance (it happens frequently).

Step 10: Maintain regular contact for the first 90 days.

By then they will be fully integrated and unlikely to consider other opportunities that have lingered from when they were looking for a job. I know this is post-employment, but you should make it part of your hiring process.

 

These steps are the basic steps of hiring people for your job. Whenever you have someone interview a potential hire, is important for them to have a basic job description and information about what you want to just have a candidate evaluated for. This knowledge will help you with your screening process as you strive to select the best candidates for your company.

How to Use Technology. Use technology to track your thoughts about particular candidates including questions that you have and success factors that you have identified about them. With time, your favorable thoughts will fade and only criticism will be left. Using tech for reminders will help you avoid making mistakes.

You always want to maximize the time and effort spent during the interviewing and hiring process. Your intention should be to determine which potential employees are most qualified, and have the most potential. Make sure you ask questions about what they do and how they do it. This may seem obvious but so many firms doing poorly.

Ⓒ The Big Game Hunter, Inc., Asheville, NC 2021 

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2100 episodes. He also hosts Job Search TV on YouTube, Amazon, and Roku, as well as on BingeNetworks.tv for Apple TV and 90+

No BS Hiring Advice
No BS Hiring Advice

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