Finding and cultivating future leaders requires a deeper approach than simply glancing at a resume, conducting a short interview and calling it good when you make a new hire. Successful hiring is built on a foundation of a robust assessment process that can correctly identify if a person possesses skills and traits needed for a particular position and project their potential for future growth within your organization.
If you’re tired of wasting time and are looking for ways to enable more successful hiring, there are four simple practices you can use to help turn the odds in your favor.
1. Descriptive job interviewing
Interviews should be designed to dive deep into a resume and go beyond what the words on the page say.
For example, make a point of getting each candidate to describe specific examples of their skills and how they put them into practice. This will give you a more accurate forecast of their future job performance. It will also open a window so you can see how they think, organize ideas, and communicate.
2. Automated screening and search
Going through a stack of resumes can be tedious and time-consuming, especially if a significant percentage show that applicants aren’t a good fit for the job. One of the things that most gets in the way of successful hiring is simply the daunting task of reviewing applications.
Using automated resume screening and search processes can reduce some of this leg work—making it easier to find, prioritize, and screen resumes so you can assemble the most promising candidates for interviews at a more rapid pace.
3. Relevant simulations
It’s always a good idea to get a feel for how well a candidate can perform in the position for which they are being considered. Simulations are a good tool for gauging specific skills and abilities related to a particular position. They let you know how candidates will perform under pressure and how they will deal with challenges they’re likely to face in the position.
4. In-depth assessments
Nothing is more effective for predicting future performance than putting each candidate through a complete data-driven assessment. Testing candidates in multiple areas lets your organization know what drives and motivates them. Assessments can also reveal if a candidate’s skills and attributes are a good match with your organization’s values, practices, and corporate culture.
Hiring success starts with successful hiring practices
Hiring the right people starts with using the right tools to fill each position. If you’re taking shortcuts in the hiring process, you’ll only set yourself up for disappointment and failure.
Make use of these four practices, however, and you’ll find it much easier to build a better selection process and hire the best candidates.