Finding and hiring the right talent is time consuming and expensive. This is especially true when you’re hiring someone into a supervisory, management or executive role. Yet this is a vital activity for the success of all organizations—regardless of size, industry or other factor.
- This is especially true in today’s job market where jobs are more plentiful that talented individuals.
That’s why it’s so important for an organization to be highly proficient in:
- Finding great candidates
- Making really smart hiring decisions
Step #1: Recruiting
Finding candidates who have the appropriate skills and experience, while also being culturally compatible requires:
- Knowing where and how to look
- This entails a specialized set of skills that not all internal HR staff members possess.
- Too often the approach is to post a position on one or more job boards in hopes that: 1) some viable candidate resumes are received and 2) the number of resumes from individuals who have absolutely none of the stated requirements in less than 100.
- What this approach fails to do is to tap into the pool of talented individuals who are not actively looking for a new opportunity, but are open to the right one. These represent hidden treasure that needs to be unearthed!
STEP #2: SCREENING AND INTERVIEWING
- Identifying individuals culled from the pool of candidates and determined to be “interview worthy”
- Based on a review of resumes and phone screening
- In-depth interviews—by more than one person in addition to an HR representative
- Getting well beyond the superficial interview questions that candidates report they are typically asked by hiring managers and even many HR professionals
- Posing second and third level questions that probe beyond an initial response so as to gain important insights
- Determining which candidates will proceed to a second round of interviews
- Using standardized candidate evaluations by the interviewers
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STEP #3: SELECTING THE BEST CANDIDATE
Trinity’s Team has been involved in many hundreds of talent searches. Experience shows that many hiring decision makers rely far too much on three bases for making their choice:
1. A Candidate’s Resume
- A resume is a candidate’s “marketing brochure”, and not a completely objective portrayal of her/his experiences and accomplishments.
- In addition, exaggeration (I’m being polite) and omissions are both too common.
- Research reveals that nearly 50% of all resumes contain some type and level of false information. This oftentimes includes title inflation, embellishing achievements and extending employment dates to reduce or eliminate gaps in employment.
2. Interview Performance
- Hiring managers often place too much emphasis on how well candidates interview.
- Having conducted thousands of interviews, we at Trinity know that some people simply interview better than others.
- There is a much lower positive correlation between how well a candidate interviews and how well that candidate performs once hired than most hiring decision makers realize.
➡ Have you ever seen a job description or a set of position specifications that lists “must be highly skilled at being interviewed”?
3. Short-sightedness
- Anybody is better than nobody mentality.
- Don’t be so naive as to think this isn’t what sometimes happens.
In Part 2, we’ll discuss how to improve your “batting average” in making the right hiring choices.
For more information:
- E mail Trinity at info@TrintyHR.net
- Visit our website at www.TrinityHR.net
- Call us at 856.905.1762 or Toll Free at 1.877.228.6310
You have HR challenges…Trinity has solutions