What are the steps for selecting and hiring the highest quality employees?
By maximizing the effectiveness of your employee selection process, a critical human resources process, you can drive powerful business results for your organization. This includes cost savings from a more efficient recruitment and selection process and reduced turnover, as well as increased profitability through improved productivity and customer satisfaction.
The key to an effective process is good design. The five steps outlined here will help you design a results-driven hiring process to consistently improve your quality of hire.
What are the 15 Must-Ask Questions Before Implementing a Pre-Hire Assessment Process?
Step 1 - Step 1 - Choose A Hiring Strategy & Source Of Employee Recruitment
Recruitment often gets overlooked. However, the recruitment process is one of the most critical stages – the more candidates you can drive into your hiring process, the more options have for filling open positions.
Using a three-tier model to categorize your recruiting sources can help you understand how effectively they are working for your organization.
This also provides an opportunity to more closely evaluate recruiting spend and determine how to best shift your budget to optimize this stage of the pre-employment process.
Tier 1 - Traditional Recruitment Sources: Newspapers, Job Fairs, Employment Agencies
Newspaper ads, job fairs, etc. Traditional recruiting is the most straightforward, yet also the most costly. It also tends to result in weaker retention and performance measures once employees are onboard.
Tier 2 - Internet Based Recruitment Sources: Online Job Boards, Company Website, Social Media
Online job boards, resume databases, etc. There are a lot of internet-based recruiting resources available today with varying benefits. In general, these resources offer both good retention and performance outcomes.
Tier 3 - Person-To-Person Recruiting Sources: Employee Referral Programs, Walk In Applicants
Employee referrals are a good example. Employee referrals may result in the best retention and productivity outcomes.
Job Simulations, Pre-hire Assessment Tests and Measurement
The best way to determine candidate fit for a particular job is by taking a holistic approach to your assessments and measuring three key areas – knowledge and ability, job relevant skills, and personality and motivation. Measuring just one area leaves other areas uncovered.
- Simulations or situational judgment tests evaluate job relevant skills by putting candidate in scenarios that require them to perform the job.
- Personality assessments and biographical data testing measure motivational fit – the attitudes and behaviors around a specific job role.
- Problem-solving or knowledge and ability assessments ask questions that get at verbal and written communication skills or logic and numerical skills. The goal here is to determine whether a candidate can look at information, absorb and apply it back to resolve a problem or situation.
While a well-structured interview can be very effective, it is difficult to get answers that are as reliable as those provided through other types of assessments that identify the candidate's skill set in detail. Taking a holistic approach using a variety of assessment tools will result in stronger outcomes for your hiring process.
Step 3 - Improve In-Person Interviewing with Consistency and Measurement
Improving face to face interviews requires making the process more measurement driven than interpretive. The challenge is that organizations often have different people conducting interviews with different skill levels and different approaches.
Reduce variance by creating a consistent interview process that includes an interview guide with standardized questions. Interviewers should not make up their own questions.
In addition interview questions should have anchors, such as answers on a scale of 1-5, with descriptions of what a 1 looks like vs. what a 5 looks like.
Take the time to train interviewers because this will greatly improve the candidate experience. Put them through mock interviews and have them rate the interviewee. Analyze how scores differ among interviewers who are rating the same candidate. Use that information for additional training and insight into continually improving your interview process.
Step 4 - Drive The CANDIDATE EXPERIENCE – Observations, Feelings And Perceptions – At Every Touchpoint In The Employee Selection Process
Think about the candidate experience as you design your system. The candidate experience refers to the observations, feelings reactions and perceptions the person experiences during the recruitment and selection process, including while completing pre-hire assessments. How are you going to interact with the candidate through the process? What are they going to experience? Often candidates can dictate how they approach your company.
Be sure to follow up with candidates. Create service level agreements between your recruiting team and the hiring managers so clear standards and expectations are in-place. Establish a coherent process through which everyone who comes in contact with a candidate knows what to do and how to act, building in the appropriate follow-up. Always remember the job candidate has already viewed and reacted to a job description, so stay on course at every touch-point – recruitment, pre-hire assessment, interview and selection. Sometimes, after face to face interviews, a job candidate seems to be a better fit for a different job, but be careful about confusing the person by shifting course. There is time to discuss a different job by starting a new selection process. The one thing you don't want to do is inadvertently chase a qualified job candidate away via a confusing and unfocused selection process, creating a poor candidate experience. It happens all the time!
Step 5 - conduct WORKFLOW MODELING of pre-hire processes to optimize efficiency and results
Most pre-hire processes traditionally involve three steps – reviewing applications, interviewing and onboarding. Recruiters tend to spend a lot of time interviewing. Is their effort efficient and producing desired human resources results? For example, they may interview 100 candidates and 50 are going to pass into the next pre employment stage.
When technology and data come into play in the employee selection process, the recruiter’s job becomes much easier. Using an automated pre-hire assessment such as personality testing or simulations, such as personality testing or simulations, you can significantly reduce you interview population. Now instead of talking to 100 candidates, recruiters are talking to 56. And, these candidates are more qualified.
Using automated assessments before you engage in interviews will help you move more candidates through the process more efficiently. Spending time modeling your recruiting workflow will ultimately uncover the best hiring process for your company.
What are the steps for selecting and hiring the highest quality employees?
The intersection of recruiting, sourcing, and quality of hire offers opportunities to create a more effective employee selection process for your organization. Understanding the relationship of these human resources processes in your organization helps you leverage negotiations with your suppliers and helps you reduce spending in areas that are not delivering.
Need some additional guidance? Download your free copy of the eBook below, or schedule a free consultation with one of our talent selection specialists today.
Topics: Employee Retention