We unpack the six steps to find the right candidate for your business. Connel and Hugh Share their mistakes and discussion the reasons behind this recruitment process.
First, we need to define the environment. People tend to succeed in the environment they are used to, and this is rarely analyzed during the recruitment process. We need to identify the structure of our business to ensure that candidates are suitable for our unique environment. Screen people against key business features, including size, industry, and ownership. Different cultures and norms vary based on the business size and ownership structure, which makes the environment familiar to someone acclimated within these waters.
Consider the following analogy and how your lifestyle would be affected in each scenario. The further away you move from your familiar environment towards the unknown, the less likely you can predict the outcome. Size is measured by the number of employees, not revenue, and different ownership structures drive different norms and cultures. Industry-related expertise may overlap with specifics in the job description, though a specific job may exist outside that industry.
The second step is to write killer advertising. We need to get on our favourite job board and copy what we like. We can use proven sales copy techniques to get attention, form connections, and drive candidate action.
The third step is effective pre-screening. We need to use a survey tool to set expectations and find good cultural fits. Implement a simple traffic light system to quickly and accurately filter candidates with confidence.
The fourth step is psychometric testing. It is a type of assessment that measures an individual's mental abilities and personality traits. It applies non-biased data points to measure a candidate's fit through fast, low-cost testing.
The fifth step is to implement effective systems for interviews and reference checks. We need to ask better questions and have better systems to differentiate between scenarios where the candidate has completed the task or witnessed the task. We can use the STAR Method to measure competency and skill in work-specific situations.
We can also improve reference quantity and variety so we're not receiving cookie-cutter feedback that lacks value. We can use reverse reference checks and Net Promoter Score (NPS) reference checks. Finally, we need to put it all together to give a candidate score based on our non-negotiable criteria.
Finally, in step six, The decision-making process suffers when hiring decisions are made based on instinct over data, increasing the risk of wasted time and resources. Break the recruiting process into measurable sections so we can apply a measurable "score" at all stages. Understand the non-negotiables of a role to rule out candidates unable to help our organization excel. Mirror our top performers to avoid inconsistent hiring results and maximize organizational productivity.
Thank you for listening.
Find us at
www.2p1j.com or email info@2p1j.com
FaceBook
Instagram
TikTokProduced By
The Podcast Boss#hiringtips #recruitmentstrategies #talentacquisition #employeeselection #psychometrictesting #interviewing #referencechecks #employeeselectionprocess #personalityassessment #jobfit #organizationalproductivity #employeeproductivity #employeeselectioncriteria #netpromoterscore #employeescoring #topgrading #staffingstrategies #workplaceculture #hiringbestpractices #employerbranding #hirebetterfaster #smallbusinesshiring #corporatehiring #hiringin2023