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The ability to hire the highest quality candidates will have a profound effect on an organizations performance. Therefore it is a good investment in time and money to examine ones recruiting options and capabilities. Recruiting is like any other aspect of work – the more you learn, and the more you practice, the better you will get at it. The following section lists some useful tools and advice to aid you in your recruitment process.
Interviewing:
In many cases an interviewer may only have access to a candidate for a short period of time, so it is imperative that desired outcomes of each interview are pre determined. Set goals on the type of information you require, and write down questions you intend to ask to help you from getting sidetracked. Whilst there are different styles of interviewing e.g. Behavioral, the best advice is simple. Accomplishments are what really matters! A candidate’s credentials, experiences and achievements are still the best indicator of a person’s future success. Attitude is also extremely important, where a bad attitude can be a costly recruitment mistake. “Gut feeling” should not be underestimated, as intuition is often right. And finally, try to keep the process as objective as possible – a great personality (albeit essential in some roles) may be hiding a persons shortcomings in other areas.
Question tips:
Many common questions will receive common, well rehearsed answers. Keep your line of questioning original, and relevant to the role at hand, and try to keep your questioning job related only. You will receive more accurate results from the interviewee by keeping them relaxed and at ease.
Try to avoid questions with a yes/no answer. Open ended questions create more conversation, and can reveal important information not written on a resume. Try not to ask leading questions. You want to hear the candidates thoughts, not your own!
Keep a close eye on the candidate’s body language and facial expressions. An experienced interviewer can often gauge a person’s confidence, honesty and feeling of self worth from a persons body language. Finally, let the candidate speak without interruption. Your ability to watch and listen is essential to making the right decision.
New Hire Questionnaire:
Perhaps the best time to gather information on your own recruiting process is immediately after you have hired a new employee. A good idea is to include a questionnaire with an induction package, making it easy for you to remember, and more likely the new employee will be honest. Whilst it may not be applicable in all hiring situations, it is recommended that it be used for hiring key positions.
Some good questions to ask include:
 How did you find out about the job? What convinced you to apply?
What part of the recruiting process impressed you the most?
What part of the recruiting process needs improvement?
What were the 2 key issues that made you accept our offer?
What other firms did you consider? How did their offers differ from ours?
Who else from your previous firm would add value here? (Remind them of a referral bonus)
The information you gain from each new hire questionnaire should help improve your recruiting process and give you an idea of what works, and what doesn’t.
If you require more information on interviewing techniques, or would like to find out how to improve your organizations recruitment process, please contact your local consultant.
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