Best practices in hiring and recruiting

Best practices in hiring and recruiting

Hiring and recruiting are very much a craft that needs to be perfected as much as they are another task that needs to be done to ensure the growth of the company. Taking time to perfect the craft will not only benefit the company with a streamlined process and fewer turnovers, but will benefit new hires with a more efficient place to work and to be a part of. Here are our five best practices in hiring and recruiting, and why following them is well worth the effort:

1. Have an Effective Job Description

The job description is typically the candidate’s first encounter with your open position. If it’s not clear what the position entails on day-to-day basis, what skills are needed, or what personal characteristics are needed to handle the challenges of the job, then a potential candidate could be led to believe something different from what you’d expect of them. Who you end up choosing may not be the best fit if you aren’t fully aware of what it takes to do the position, and if you don’t communicate that well from the beginning.

2. Check References Thoroughly

Human resource experts recommend speaking to at least two references during the hiring and recruitment process, and listening to the reference’s tone of voice instead of just the content of their words. If the reference doesn’t sound enthusiastic about the candidate, or isn’t saying all that much, it’s possible that the candidate isn’t as good on the job as on paper. Also, you can get better information by calling a reference that isn’t listed, such as someone from the candidate’s most recent job or an organization in which they participate. A listed reference is much more likely to say something positive,or even be a friend or family member posing as a boss to make them look better

3. Be Mindful of the Impression You Make

During the hiring and recruitment process, you are making an impression with the candidate just as much as the candidate is making an impression with you, or even more so. A bad interview experience could make the difference in whether or not a candidate accepts a job offer. Ensure that candidates are comfortable throughout the entire process, and make sure to get to know them while letting them know about you.

4. On Board with Care

After hiring someone, take some time to integrate this person into the company. Leaving the person to “sink or swim” increases the chances that the new hire will be a failure, and the candidate will shoulder most of the responsibility for that failure (even though the recruiter is most likely responsible). By integrating and supporting the person early on, the new will much more quickly contribute and learn the position, adding more value faster to the company.

5. Take The Time to Find the Right Person

This could be tough to do if you need the person yesterday, or if your hiring many people at once, but going through the hiring and recruitment process “just to get it over with” won’t leave you satisfied with your choice in the end. Don't hire someone on the spot without interviewing all the candidates. Don’t lower standards just to hire the best of the bunch when that best isn’t what you want. Don’t take the first great resume you come across without testing that person on the skills and characteristics necessary to not only do the job well, but also to fit in with the company. Recruiting and hiring the right candidates is an essential part of growing a strong organization. In this article we presented 5 best practices to give you the best results on your hiring efforts.

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