If your company is struggling to hire new employees, it’s time to review your hiring processes and change some of your practices. A sluggish economy that is compounded by competitive candidate market means most companies need to speed up their hiring processes through strategic planning, better decision making, and implementing technological solutions.
Revamp the Selection Process
Before the interview process even begins, the job description needs to describe real requirements and mandatory qualifications. Because job hunters are pressed for time, they can rapidly apply for any open online positions with only a few mouse clicks. This results in HR managers having to deal with hundreds or even thousands of applications.
Be sure to repeatedly highlight that candidates who lack the target skill sets, education levels, and work backgrounds that will not be considered for employment. HR managers do not need to set a high bar when it comes to hiring, they just need to set a specific one. Some prefer to use web-based hiring programs or onboarding software like BambooHR. Either way, using a centralized technology solution will better track data, decrease errors, and maintain efficiency during your process.
Every interview may take 20 to 40 minutes, but will most likely not result in an ideal match. Be sure to use phone interviews to properly screen out job applicants. Face-to-face interviews should be reserved for more serious candidates. These interviews work best when the HR manager quickly outlines the process in the beginning for the candidates. This is a great time to explain that only serious candidates will be contacted, which will save time.
During the interview, use standardized questions and scoring systems to assess all candidates. This will maintain an equal opportunity employment environment. For second interviews, bring in the supervisor or manager who oversees the target position. This will provide a second opinion and allow the supervisor to discern if the candidate will be a good fit.
Most companies ask standard questions related to future career goals and problem solving experiences. These questions are important, but real world case scenarios and technical questions are equally important. A hands-on proficiency test is even better. For example, ask all office job candidates to create a simple spreadsheet, or ask forklift drivers to move a small load a short distance.
Seeing the employee in action will quickly separate the talented candidates from the unqualified ones. During the interview, asking technical questions is the best way to instantly benchmark the candidate’s knowledge. For example, describe a complex IT problem that can be solved through various methods to see if candidates will recognize all possible solutions.
Certain companies prefer to use interview panels that are made up of a few managers and employees. While interview panels diversify opinions and provide more insight, they also take a lot of time and energy to schedule. Be sure to designate a few days for interviews and include at least one employee on the interview panel. Ideally, the HR manager, an employee and a supervisor can work together to conduct multiple interviews scheduled back to back throughout the day.
When using panels, be sure to use standard scoring systems that are based on skills, competencies, education and knowledge. Never use subjective and illegal standards, such as age, gender and ethnicity. If possible, perform a quick on-site tour with the few final candidates to see allow them to understand more about the position and ask relevant questions.
When it comes to the final few candidates, remember that the economy is a candidate’s market, so be ready to make a competitive offer and adjust the offerings to fit the candidate’s needs.
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