Do you have an established hiring process, and is it followed by your hiring staff or managers for 90 percent or more of your new hires? If not, it may be time to take a look at your hiring practices.
One of the greatest tools you can have in the recruiting arena of your organization is a process. A recipe for success can set everyone up to win, including your selected candidate. Some methods to determine whether your hiring process is working or not is to ask, analyze, and adjust as needed.
Is your hiring process able to identify the best candidates?
If you do have a current process, try asking your managers if they are aware of the process, are able to explain the process, and can share the reasons why the process exists. This will help ensure that the process is sound, understood, and of value. Ask newly hired employees what they thought of the hiring process and what, if anything, would have elevated their experience.
If the answers to these questions don”t align with what you thought – it might be time to reassess your hiring process. Consider these questions:
- Will this step really bring value to the overall process?
- Are these forms effective and user friendly?
- Does the process notify all relevant parties (for example, budget administration, equipment ordering and setup, office space allocation, upper management approval, specific criteria required for the right hire, and other key areas)?
- Do people work around the process? If so, how many, and why?
- Are 90 percent or more of new hires set up on day one with all equipment and tools to do the job they are hired to do?
- Do we hire right, or is there attrition or disappointment by either party in the first 90 – 180 days?
The best processes will include when and how to determine a need to fill from within or outside of the organization, the requisition approval steps, the budget and cost review for hiring and recruiting, the steps from job post to day one, and all surrounding notification and approval steps required in a smooth recruiting experience for both the company and the candidates.
Remove Confusion and Chaos
One of the quickest ways to determine if a process supports the organizations’ needs is to first assess if it is followed as designed, and secondly, if it is truly effective. Analyze and determine if people involved in the hiring process are confused about the next step or why a step exists. When there appears to be some level of chaos there is a good chance that the process has either not been communicated well, has flaws, has steps that are not valued, or that there is a potential lack in understanding the why behind the created step(s) in the process.
Standardize the Process
Standardizing practices is like quality control. When everyone understands the practices, and why, it helps ensure that new candidates are getting the most out of their first days on the job, and that you have a good reputation in the recruitment world. It will also aid in minimizing any liabilities that can surface during recruitment practices.
Document and Communicate
Documenting and communicating the key steps in any process is always a winning recipe for success.
Holding others accountable to the process is a fundamental requirement to the desired outcome. When a process is well established and communicated, there is little management required to ensure others follow all steps with accountability. However, when people work outside of the process it likely warrants an explanation of the process with a specific focus on sharing the reasons behind the steps and why certain ones exist, how those steps strengthen the hiring experience, and the overall value the process creates to both parties as well as how it can mitigate liability pertaining to the hiring and recruitment process.
This article was adapted from ThinkHR, the HR hotline and tools provided to UST members at no additional cost.