By Guest Author Crystal Mueller
Does the thought of hiring a new employee trigger a panic attack? According to Fast Company (2015), 56% of small business owners reported hiring challenges as a concern. as you well know, poor hiring can cost an organization revenue and growth.
Hiring does not have to be as challenging as you think. Following a defined process will set your organizations up for success. The first step is to review the position being filled, specifically reviewing or creating the job description. In a changing world, work evolves as the organization grows. Ensuring each position adds to the financial health is critical to the company’s success. A manager’s key responsibility is to protect the organization by having a working knowledge of employment laws. Liability issues are minimized when employment laws are built into the hiring process. The job description should include the position, who the person reports, and essential job functions.
Now that the position is well defined, a consistent process for hiring must be developed. Leaders now make decisions on the length of time the position will be advertised, the interview team, interview questions, and what information candidates will be given before and after the interview.
Bias is a factor in bad hiring. Focus on driving out any biases. Assemble a team of supervisors and coworkers to compare applicants’ experience and skills to the job description. Choose your pool of candidates and set time aside to conduct interviews. It may be tempting to deviate questions based on candidates’ responses to questions; however, a successful interview process is conducted with the same people using the same interview questions. Take notes during interviews and evaluate candidates as soon as possible.
You finally found the perfect fit for your organization! Now it is time to notify the successful candidate and extend an offer. Thank the other candidates only after the chosen candidate has accepted. If the candidate declines, you will need an alternate and no one likes to feel like second best. ALL the materials (even the notes taken by interviewers) associated with the hiring should be retained for a specific length of time determined by leadership. Just like the interview process, the material should be treated as confidential.
The process continues even after the selection is made. Good orientation with a structured training and ongoing evaluation are important. Training is crucial whether the employee is new or an employee moving to a different position in the organization. A defined period of three to six months should be utilized to provide feedback to the employee. Continuous feedback is important to successful hiring.
Learn more about how you can “Hire for Success” by attending the November 2nd webinar. we will further discuss the ideas mentioned above and also provide the opportunity for participants to ask questions specific to their specific situation.
About Crystal Mueller . . .
Dr. Crystal Mueller, SPHR, SHRM-SCP, has over 20 years of experience in the human resources field, and has led human resources teams at Wyoming Medical Center and Natrona County School District. In addition to her extensive on-the-job experience, she has taught classes at Casper College and the University of Mary, and also presented for Lorman Educational Services. Currently, she consults with small businesses, and shares her knowledge with Nepris and AlphaSights.