In a world where everything happens very quickly and where we relentlessly try to save time, it may be tempting to try to eliminate what we consider to be less important. And that’s normal!
But beware! When it comes to an effective recruiting strategy to hire new talent for a position within your organization, there are steps that should not be neglected, even if some of them may seem unnecessary to you at first.
Here are 7 essential steps for an all-inclusive selection process that will allow you to be as successful as possible in your hiring efforts!
Word of mouth is an effective way to communicate the benefits of your company and its culture, but is it the most appropriate way to find a suitable candidate? Maybe not.
After having properly written the job description, post it on the right platforms and ask yourself who will be receiving or forwarding your message. Consider social networking, job search sites, professional orders, bulletin boards, universities, newspapers, SEO on your website, etc. The possibilities are endless!
The initial step that eliminates the most applications is the analysis of a curriculum vitae. In addition to identifying candidates who have the required professional experience, your analysis will allow you to identify the next generation of workers by giving those who have acquired their knowledge through school a chance as well.
Take the time to read every CV and keep the interesting applications at your fingertips. You may find a certain CV to be better suited for a future job posting.
I’m sure by now you’ve all heard of personality tests in businesses. Their popularity keeps on rising, and they are quite the innovative way to get to know the candidates in front of you, without really knowing them. After all, we already interview them to try and get to know them, but sometimes, that’s not enough.
Take the time to question your candidate by asking some general questions (related to their availability, desired salary, etc.).
Since there is no second chance to make a good first impression, you will be one step closer to hiring your right candidate.
A crucial step in your selection process: have your candidate complete a psychometric test. Don’t freak out with the “psycho” prefix… I’m not saying you should submit your candidate to a Rorschach test, showing him symmetrical inkblots to interpret!
The information revealed in a psychometric assessment will rather identify aspects of their personality that will have an impact on their overall performance, and with which your candidates will be more comfortable.
This step is FAR from being discriminatory, nor is it intended to be an imperative eliminator of applications, quite the contrary! It is rather to better identify strengths and elements to work on or monitor in your next steps. Think beyond the upcoming interview; if the candidate is selected, this tool will be as valid in a context of organizational development and will accompany him/her in their new challenges within your organization.
Psychometric assessments will also allow you to create a reference model with pre-established job norms for a given position. By comparing the psychometric assessments to job standards, your chances of success are exponential. The norms specify the behaviors, personality profiles, and skills that are ideal to maximize the performance of the individual in a given position.
After gathering the required information about your candidate, having gathered precious information regarding aspects of his personality, and having confirmed their expectations for the position, a meeting is required!
If you have an interview guide, adapt it depending on the position, but also according to the candidate. For example, if you’ve noticed in his psychometric results that your candidate has a tendency to be very organized, ask a question that will challenge his skills when faced with more spontaneous situations.
And be sure not to make these 5 common interview mistakes!
Regardless of your location, market, industry, or profession, chances are you’ve had to interview a candidate at some point in your career. Granted, some of us do it more often than others, some got formal training and education, and some just learned from experience.
For very specific positions, a second interview is sometimes appropriate, whether for a technical position, for an interview with one of your partners, or a supervisor.
Make sure to review the information and answers gathered during previous steps; they will probably be useful in this second meeting!
Even though we try our very best to hire the best employees possible, we all know hiring mistakes can lead to fairly high costs! So take time to complete this reference check stage.
Validate the references provided; previous jobs, academic training, etc. For more extensive job positions, you may even want to make sure there are no criminal records.
Obviously, depending on the position, there are steps you might want to forgo (example: the second interview). Ask yourself which stages are really essential to meeting your needs. The important thing is to try to learn as much as possible about the candidate, while still meeting expected deadlines.
But please, do not set the personality assessment aside, because it most certainly will benefit yourself, the candidate, the team he/she will join, and the organization as a whole!
And above all, if you have eliminated candidates during the process, take the time to inform and thank them. You never know who you might meet again on your professional path.
That’s it, you are now ready to make your offer! Are there any other steps you consider important in your organization?