Some hiring managers seem to get it right every time and many don’t. Believe me there really is a science to hiring – between thinking a candidate could be a good fit and knowing that they will step right in and start contributing right away. Experience does make you get better but it is not necessarily so. One in 5 new hires will leave within 45 days – the time and cost factor is enough to make it vital to hire right. So it is not just the hiring process that is important, the on-boarding process is just as important. Here is a hiring process checklist every recruiter and hiring manager alike should run through when deciding on a candidate.
- Include a “Must Have “ and a “Good to Have” in Job Descriptions
Prep time is the differentiator between a good recruiter and one who always meets with success. Very often,the hiring manager provides a description of the job and candidate profile and often it is a long wish list. A successful recruiter gets the hiring manager to think of the “must have” competencies”. This makes it easier for the recruiter to go after candidates that meet this requirement. It also saves time, preventing an interview list of all and sundry.
Next it would be a good to know what kind of personality would be a good fit. While this does not necessarily become a strong criteria in selection, it does help to know since the better the fit, better the productivity and longer the tenure.
- Go where you can find these candidates
While the importance of hiring the right employee is a challenge, 60% of employers find it difficult to find these qualified candidates. Traditionally, recruiters have used their career pages and job boards to source these candidates. However, this means that many qualified candidates who are not actively looking for a job go below the radar. Connecting with candidates socially is now the way to go.
Resumemantra’s recruiting feedback from clients’ show that almost 30% of candidates are sourced.This is why the hiring process checklist must include building a persona for the candidate. Here are a few questions that can help build this profile – What do they do when they are not at work? Will they be active on social media? Which companies would they be working for right now? Using this persona method will help recruiters to find, attract and create communication messages that will get them to consider a change.
- Prepare Your Interview Questions
This seems obvious but many hiring managers actually do try to wing it. The typical strategy is to use the STAR method – Ask questions that identify a situation in the past, what the task and action was that the candidate used in to resolve it and what was the result. An example of this would be “What was the situation that arose recently when you needed to get your co-workers behind you? How did you persuade them?”
- What Sets Your Company and Offer Apart from Others
Do remember that candidates are evaluating you as much as you are evaluating them. So for the right candidate, you will need to sell your company and what is special about your offer. You need to show them the culture of the company and team will be a fit.
The Onboarding Process
Once the hiring process checklist has been run through and the candidate has accepted the offer, it becomes imperative that the new employee onboarding is smooth. Here are a few onboarding process steps.
- Set expectations as this makes the new employee know what behavior is expected. Questions like dress code, timings are of course expected. However, also include where they should go when they arrive.
- Speak to the team to get them to know that a new colleague is joining. This makes them expect them rather than spring it on them. It would be good to assign them a “shadow” till they find their feet. For some, there is nothing worse than being a newbie.
- Make them welcome by having their workstation ready even before they come in. A welcome note could build the right atmosphere.
- One way to make them find their feet is to set expectations for the first month. Knowing what is expected of them makes it easier to get into the groove running.