The recruitment process in the past decade or so has undergone a vast change with employers moving across from the mere scrutinizing of resumes and one-on-one interviews to a more comprehensive approach. Perhaps the biggest reason for this is the realization in the organizations that it is imperative to know your employee before you hire them. With more and more organizations looking for highly skilled personnel, the process becomes all the more important. Hiring employees is an investment in the organization, one that is preferred should give favorable results in the long run.
So what are the hiring practices that should be used to achieve the best results? Though these vary with every organization according to their needs, certain cardinal rules have developed that are advisable to be followed:
- Don’t stick to predetermined questions in the interview
Personal interviews are perhaps an organization’s best opportunity to analyze whether a particular candidate is best suited for the job. This requires an in depth conversation with the potential employee rather than the age old process of keeping it short. Interviews take time. But think of it as a long term strategy- what exactly do you need the employee for, does the particular candidate have the requisite skill set for it. If you’re hiring a candidate for a particular goal that you seek to achieve in, say, the next five years, are there any hindrances that the particular candidate may pose along the way? Or will he be an asset in the pursuance of those goals? These are vital questions that you need to find the answer to before hiring an employee.
It is important to ask them about their expectation, future plans and goals, and analyze whether they align with the goals you’ve set for your organization. The best way to do that is to ask them open ended questions instead of questions that will elicit a simple yes or no as a response. So take your time with the interviews. Invite them back for a second interview, or a third, if the need arises.
- Look for reference section in the resume
The importance of checking references can hardly be over-emphasized yet it remains the most overlooked aspect of the hiring process. Most employers tend to just glance over the reference section, never bothering to cross check. While a candidate may talk about various skills he possesses in his resume and in the personal interview but actually how good he is at them can always be determined from these sources. Ideally, if a candidate has set out references of three people, you should talk to at least two of them to check whether or not this candidate is suited for your organization. However, such background checks need to be done carefully as there is a chance that a reference source may try to hamper a candidate’s prospective employment (though it is highly unlikely these days).
- Include opinions of fellow managers
A good candidate generally follows up after an interview, this shows their sincerity. If feasible, potential candidates should be called in for a second interview in the presence of the manager of the company. The reason is simple- the manager will be able to ask questions that are closely related to the job profile at hand. Though the recruiters know what position they are hiring for, a manager understands the position better specifically in relation to your own organization. Based upon his experience, he will be better able assess whether the prospective employee fits the needs of the vacancy in the company or not. Thus, it is imperative that the opinion of managers is considered and taken into account.
- Checkout the candidate on various social media platforms
Assessing an employee these days is no longer limited to a run through of the resume and references. More and more organizations these days are employing social media to know more about the candidate. The reason? Social media is perhaps the most exhaustive resource that is able to provide the most information regarding the candidate. If you’re a company working in the field of, say, marketing, you might want to check if your candidate is active on similar online platforms, his connections on the same and the like. However, while running a check on social media, certain moral and ethical issues arise- like assessing private information. Basing decisions on certain aspects like gender, race, etc is a strict no-no and it is imperative that employers remove such “noise” before analyzing a candidate’s skills based on his social media.
- Be competitive in pay-scale
To attract the best candidates in the field, organizations needs to offer an attractive salary. Further, more than just salary, candidates are looking for benefits that a company can provide. By going through rival organization’s job listings you can derive a clear idea as to how much you should offer your employee. If you’re not providing the employee with extra benefits like health insurance and social security etc, you might want to inflate the package.
If these points are kept in mind, the hiring process can go a long way in paving success for an organization.
Kathy Amato
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