Everything
in the business journals points to a dramatic shortage of talent in the
workplace today. I can’t
tell you how many articles on “hiring for attitude” I have read in the
past three months. If all of this is true, then I know one thing for
sure. Companies must change their approach when it comes to the
selection of new hires.
Recruiting
today is much more difficult than it has been in the past. Finding
qualified people for certain
job roles is becoming a real art. It is certainly a fact of life that
our management talent pool is shrinking and that experience or
specialization is in great demand. Experience or technical proficiency
has become a commodity and the hiring focus has shifted
toward attitude. And this shift has precipitated tactical changes in
how job selection is being conducted. It is important that you focus on
your talent management processes before it is too late.
Here are some suggestions for recruiting and selection improvement:
1.
It
is important that you use the most talented employees in your company
to help with the recruiting process. You can use them to create a
benchmark
or hiring profile that is truly representative of what you need in your
workplace to be highly successful.
2.
Use
a well defined Behavioral Interviewing Process that includes a
scorecard based on the people that achieve at a high level in that
particular
position and what accounts for high achievement.
3.
Use
an Assessment Process to help you not mistake a low performer for a
high performer. Our assessment instruments focus on both the aptitude
and behavioral traits needed for high achievement. Make sure you use
an effective hiring and selection instrument and not just a
“personality” test. Use this instrument to create a benchmark for
talent.
4.
In
the interview, ask the candidate to relate skill sets and competencies
to their past work environment and make sure you listen to their
complete
answer and note the language they use in terms of how they describe
themselves, the tense of the verbs used, and much, much more. Don’t
answer the question for them. Keep the question simple in nature and
make them focus on the work environment and their
past experiences.
5.
Make
sure your management team is trained on Interviewing Skills. The high
achievement for the specific job role starts with the interview. The
technical and performance skills of the candidate must be determined in
the interview and the commitment to success should be presented by the
candidate during the selection phase as well. This is where a high
performer is found!
I
really feel that most companies fall down with their hiring and
selection because they do not create a process
and the managers feels that the interview is an event and nothing
more. I highly suggest that you formalize your process by using a
checklist that includes all of the steps in the process from the
classified advertisement, the phone screening interview, the
initial face to face interview, the team interview, the interview with
the immediate supervisor and/or owner, the Action Plan and Scorecard,
the job description analysis, Assessment instruments, as well as
background and reference checks. Create a step to
step action plan for talent acquisition. The key it to complete the
process in its entirety without skipping a step.
Innovative Leadership of the Delaware Valley, LLC has the experience and the tools to make your Hiring and
Selection Process more effective.
- Interviewing Skills Workshop
- The Achiever Hiring and Selection Assessment Instrument
- The Behavioral Action Plan including Scorecard
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