By Adam Ochstein, founder and CEO of StratEx
We are in a candidate-driven market, but few companies are adjusting their hiring processes to attract them. In fact, The Wall Street Journal recently reported that employers are taking nearly twice as long to extend offers compared to a few years ago.
When hiring managerstake too long to make a hiring decision, they are more likely to lose out on top talent. Instead, they can do these six things to make quality hiring decisions quickly and lessen the gap between the time an interview happens to the offer.
Know the difference between must-have’s and wants.
Oftentimes, it’s easy for hiring managers to confuse the skills a candidate must have with what they want them to have. To avoid this, before looking at any résumé, hiring managers should list out what the candidate needs in order to do the job. Do they need a certain degree, or a specific soft skill, like emotional intelligence? This isn’t a list of “nice-to-haves,” which are things the candidate doesn’t necessarily need but would be a perk if they did. Having a predetermined list will help hiring managers know exactly what they’re looking for from the start.
Once hiring managers have a list made, stick to it. Also, they should find a system that works for them and adhere to that, as well. Whether it’s looking at résumés online, or printing out a stack of them, or blocking out an hour daily to read through them, be consistent.
Know what works.
Don’t start a new interview process without doing research either. A good way to figure out what a quality hire will look like is to look at top producers in the organization and identify the qualities they have in common. Then, seek those qualities out in potential candidates.
Automate when necessary.
There’s no question that interviewing and finding talent for your team is time consuming. There are some tools hiring managers can use in the initial phase of hiring that will help decrease time and labor. Applicant tracking systems can be helpful when used in the initial screening phase, because managers can use the software to help identify candidates who have the criteria they determined as necessary.
However, automation shouldn’t completely replace the human element in the hiring process. While these systems can help weed out applicants that don’t meet the minimum requirements, they shouldn’t be used as a substitute for the entire interview process.
Have candidates interview with multiple people.
Company culture has become increasingly important to both job seekers and employers, so have the candidate meet with at least three people and gather multiple opinions on the candidate. Not all interviews need to be focused on job specifics and skills.
Some can be more personality-based interviews to be sure they will get along with coworkers or the team they’re joining, and that they are a culture fit. This ensures hiring managers get a more comprehensive picture of a candidate’s qualifications and personality, which can help make better hiring decisions.
In order to make sure this doesn’t increase the time the hiring process takes, condense the interviews to take place over 1 or 2 days. Getting input from multiple people can help get buy-in from the decision-makers and make the process quicker when it comes time to making a final decision.
Don’t let interviews be a time suck.
Ask smart interview questions that will get candidates to provide more honest insight into their work performance and background. Have candidates answer questions that call for them to reflect on and share past achievements.
Questions like, “Tell me of a time you had to influence a group” or, “Tell me about a time you had to handle a stressful situation.” Require a candidate to share actual experiences rather than provide hypothetical answers of what they would do. This way, interviews are much more revealing and helpful because hiring managers aren’t having to judge candidates based on hypotheticals.
Hiring managers should always keep in mind that they shouldn’t move too fast. Hiring a candidate quickly because there is an immediate need without fully vetting the candidate can backfire.
Source:- HR BLR.com (Mumbai)
Date :- 04th April,2016