Dear HR Executive:
Finding, hiring, and retaining good employees are three of the biggest challenges facing most businesses. Perhaps the most frustrating situation is hiring a new staff person, only to have him quit a month or two later. At that point, you've usually invested a great deal in terms of training but haven't recouped much in terms of productivity - which definitely hurts the bottom line.
Making improvements in your sourcing, interviewing, and hiring systems [and then making sure those systems are used!] is a very good bottom-line investment. And it's also an area where HR can demonstrate with hard numbers their dollars-and-cents value to the organization. Here are the components of a good sourcing and hiring system...
A good hiring system:
1. In the sourcing phase, identifies candidates who are a good fit for a specific position and for the organization overall.
2. Gives desirable candidates the information they need to decide if your organization is the place they want to work.
3. Avoids the act (or appearance) of discrimination by following a consistent, legal process with all candidates.
In addition, finding and hiring the right people is actually the first step in an effective training program. When done well, the interviewing and hiring process itself is an opportunity to start training prospective employees on your organization's systems and culture - as well as a way to increase the likelihood that there is a good fit between the candidate's skills (and personality) and your organization's needs (and personality).
The interview provides a chance to model your organization's management style and culture.
For example, if great customer service, timeliness, and a friendly working environment are important parts of your culture, you'll want to make sure to:
- Start the interview right on time
- Come to the interview completely prepared, having read the candidate's application and/or resume in advance
- Offer the candidate something to eat or drink
- Introduce the candidate to key prospective co-workers
- End the interview by letting the candidate know what will happen next, and when
- Follow up within (or before) that time frame
Remember, sourcing and hiring is a TWO-WAY "sales" process. Not only is the candidate selling you on their skills and qualifications but to land the best hires, you must do a good job of selling your prospective new hires on the benefits of working for your organization. And selling ain't telling. You really have to walk your talk to attract today's top talent.
Source: ZingTrain On Track, Vol. 7 No. 3