Hiring and Retaining Top Talent Blog

If hiring process goes like this, then it might need a major overhaul.When a position comes open a job description is prepared, often the previous one is updated. Ads are placed and employees are notified. As resumes come in they are screen and a few are chosen to interview. Candidate A interviews and the hiring manager likes candidate A so they ask him to come back and meet with other people in the company, lets call them Jim and Mary. They do their interviews. In the meantime, Candidate B interviews and the hiring manager also likes candidate B. So they ask her to come back for a second. This time Jim is traveling, so she meets with Mary and Bill. After the interviews the hiring managers meets up with Jim, then Mary and finally Bill, for their assessment. The hiring manager asks “What did you think of Candidate A?” Typical feedback often goes like this; “I like him” or “She seems good” or possibly ” No, I don’t think they are a good fit” maybe even “They seemed aggressive and detail and that is what we need.” The person that was liked the most gets the job!

Think about that process for a minute. It was random, often the people doing the second interviews have never seen the job description, the hiring manager rarely knows if the other two are competent interviewers and the assessment process focused on liking the candidate not their ability to do the job. It was for the most part based who was like the most and the process is only as good as the weakest person doing the interview.

This is the same process that has been used since Moses to hire people. Yet the vast majority of hiring managers in survey after survey indicate it yields poor to abysmal results. No other process in a company would be kept if it produced these same results. Only hiring is a process that yields terrible results acceptable.

You need to bring your process into the 21st century. It needs to be revamped to address current hiring trends, shortage of good candidates and avoid loosing good candidates because of incompetent interviewers.

Our methodology “Success Factor Methodology” completely revamps your hiring process, provides a simple way to interview using just 5 questions, and our candidate assessment provides a tool for an objective and viable discussion around the candidates ability to do the job.

Consider bringing your hiring process into the 21st century and revamp it. For more information on our process go to www.impacthiringsolutions.com.

If you enjoyed this post, make sure you subscribe to our RSS feed!