Better Hiring for Greater Organizational Success
Very few tasks in organizations are as important as hiring. When you hire the right person for the job, you can almost forget about the tasks anymore as the new hire will take over and handle everything that way they should be. This post is about some tips in hiring better so as to set yourself up for success:
Evaluation of candidates must be done in a holistic manner instead of focusing on just one or two aspects. Some candidates might not be very good in a few areas, and if you happened to focus only on these during the interview, you have the very real chance of missing out on quality. Therefore, take your time, and build parameters and metrics to be able to get a holistic picture of what the candidate is about and what value he or she can add to the organization.
From the candidate to the recruiter to the manager to senior manager, a number of people are involved in the recruitment process, and if there is no proper and effective communication among them, the process will be delayed and degraded. If the manager does not communicate his requirements to the recruiter effectively, the recruiter will source candidates who are not up to the mark. The same way, if the recruiter does not handle communication with the candidate effectively, the candidate might be turned off and look for better opportunities. Communication is one of the bedrocks of recruitment, and organizations should ensure that communication is as clear and seamless as possible.
There is no perfect way to interview candidates — based on the context and the position, the best interview might vary. However, some aspects of the the interview — understanding the candidates’ skills and weaknesses, getting them to know more about the organization and the role — are the same everywhere, and need to be done effectively. Interviewers should not rush into interviews nor should they be in a hurry to finish it. Interviews have to be balances and mutually beneficial for all the parties.
Get the requirements right
Sometimes, it happens that requirements are translated wrongly, or lost in communication, and as a result, the candidates that are sourced will not suit the profile. Sometimes, the problem comes even before communication, where managers or recruiters estimate the requirements but get it wrong. To eliminate these issues, organizations must ensure that they have the requirements right.
Evaluate also on culture
Sometimes, candidates might have all the requisite qualifications and work experience but will not fit the organizational culture. You might have someone with a proven track record but would like a culture of individualism when your organization prefers collectivism. If the candidate is hired, both parties lose. Therefore, while evaluating the candidate, it is necessary to also evaluate on culture to see whether the candidate would make a good fit, and enhance the workplace.
Finally, recruitment can be handled in a much better manner if technology is made adequate use of. From the applicant tracking system to the set up and streamlining of the recruitment process, recruitment software will be able to help with everything and ensure that efforts are being translated into results effectively.