Four Signs You Need Help with Your Hiring Process

Keith Francoeur
by Keith Francoeur

As Vice President, he is responsible for training and managing PCI’s global assessment team, designing and updating the Talent Success Prediction™ process (including the research and selection of the test battery and interview format), and handling custom competency mapping.

Finding the right talent for a particular position isn’t always an exact science, although a robust employee assessment regimen will greatly help.

You can, however, turn the hiring odds in your favor by starting with a more effective hiring process—one that accurately maps out where your organization needs to go and how to get there without running into dead ends.

If your organization is stuck in neutral or going in reverse, a broken hiring process may be the culprit.

If you’re like many companies, you’re creating unnecessary headaches by focusing on the wrong things when searching for candidates. If you recognize any of the four elements below in your own hiring process, watch out.

1. Ineffective Recruiting

Hiring starts long before you bring in candidates for a round of interviews. Define what you need for each position and tailor your job description to a candidate who both has the skills you need now and shows potential to assume other responsibilities down the road. And don’t forget to clearly define your needs so you can focus time and energy in the right direction.

Remember, too, that placing an ordinary job ad will not attract the type of candidates your organization needs. You must cast more lines into the water to reel in bigger fish. Consider recruiters to help you find talent, networking through existing employees, and other strategies to increase the size of your candidate pool.

2. Bad Interviews

An ineffective interview can lead you to miss out on the best candidate and hire poorly instead. Inexperienced interviewers don’t know what questions to ask or which ones to avoid.

Interviews should always focus on collecting relevant information about a candidate and building a relationship with them. Look for all essential attributes that will make a candidate successful in your organization—not only can they do the job, but will they do it. Focusing on technical skills alone paints an incomplete picture.

Get hiring managers on the same page, so everyone knows what the organization needs before making a hire, and consider coaching your interviewers on how to construct their interviews before handing them the keys to the car.

3. Too Much Focus on Keeping Salary Costs Down

You get what you pay for, and quality does not come cheap in any industry. Organizations often make the mistake of hiring the candidate that fits their budget, rather than the best talent available for the position.

Smart hiring starts with bringing in qualified candidates and paying at least the fair market rate for their skills. Think of investing in the best candidate now as an investment in your future— since star performers are likely to have a hand in helping you grow, and in filling out your leadership pipeline.

4. Shallow Candidate Analysis

Making a bad hire starts when you don’t do enough homework on each candidate. Hiring managers should define business outcomes they want from the hiring process and improve how they screen candidates so they see beyond the resume.

Structure the interviewing process so more time is given to research and candidate assessment. Your assessment process should, at minimum, help you project where the candidate will be in the future, not just where they are in the present.

What Does Your Hiring Process Look Like?

When you make a new hire, that decision can have a real impact on your organization’s future. Only an effective hiring process can create favorable odds for making that future better. 

 

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