I have a lot to be thankful for: family, friends, my job, food at my table and a roof over my head but if you are a busy HR professional, I bet having an efficient hiring process tops your “Professional Thankful List”. Hiring the right people, the first time, can mean so much for your organization. As a hiring manager you put a lot of time, effort and investment into hiring employees – you always hope a new hire works out. In case you’re more regretful than thankful for your hiring process, here are a few steps you may be missing:
1. Assess for functional competencies.
If you find yourself skimming resumes for technical skills and qualifications (and assuming that those who have the technical acumen will be able to excel) you are missing a key indicator of successful performance. Certifications, work experiences and the like only reveal a limited amount of information - to get the whole picture you need to examine competencies that are critical to success in the target role.
2. Get involved.
Hiring is a big deal. The people that you’re bringing into your company today will be around for years to come. Do everyone a favor and get those people that will be supervising and working alongside your new candidate(s) involved in the process to figure out what competencies are important. They’ll appreciate being involved, and you’ll have more information about what the right selection model should look like.
3. Team up with the experts.
Your people know what’s needed for successful performance on the job. They’re job content experts and bring critical knowledge to the table. Knowing what functional competencies are important is only half the battle, however. Measuring your candidates for those functional competencies takes a scientific expertise that only assessment experts can provide. Assessment experts dedicate themselves to worrying about the most accurate methods of prediction so that you have all of the information that you need to make the best selection decisions possible.
4. Use a consistent process.
A lot of times when we talk about consistency in hiring processes, we are coming from a legal defensibility perspective - inconsistent hiring practices are regarded as a major red flag to several agencies that you do not want to alarm (EEOC & the OFCCP topping the list). Consistency, however, should also be regarded as a way to improve the accuracy of your selection decisions. As any statistician knows, the upper limit of validity is reliability. In essence you can never have a valid (and predictive) selection tool or process if decisions are not made consistently across candidates.
5. Train your worries away.
No matter how much care and time you put into creating predictive, efficient, and fair hiring tools, there is always that moment of anxiety when human error comes into play. You’ve recruited, you’ve screened, you’ve spent time and energy putting in place best-in-class selection tools… and yet the final decision is in the hands of someone that may just throw all of the selection best-practices that you love right out the window. Save yourself the heartache and get those hiring managers on board with the right way to do things. Sign them up for behavioral based interview training so that they can learn all of the skills they’ll need to add significant value to the selection process. Then breathe a sigh of relief that no one will be asking “so what type of accent is that?”