By Mark Griffin
Find the right person for the right job!
It sounds simple, but it won’t come easily without planning and a process. Getting the wrong people not only kills performance but can also damage your reputation. And, of course, you don’t have the money to do it wrong. Training misfit or unqualified new employees always costs more in the long run than hiring the right person in the first place. Additionally, turnover is higher if employees haven’t been recruited properly. Employees grow disappointed when their position is out of their depth or the job isn’t what they thought it would be. They leave as soon as they find a better fit.
How do you hire people the right way? How do you find talent well suited for your organization and its open job position?
Remember these 3 simple tips
(1) Nail Down the Job Description. Boom!
Craft a job description that matches your need, using the two most critical modes:
1. Use the right template from the beginning, each and every time you create a position, to ensure that all information necessary is covered; and
2. Train employees to create their own descriptions, because they know their job better than anyone.
Without a clear job description, when employees discover that a lot more is expected of them, frustration and stress result. Draft a description that is not too generalized—vagaries only hurt your organization and catch new hires off guard.
At high-performance organizations, employees know why they are there and what their specific job duties are. The description should note expectations of the job, skills or education needed, and duties and related responsibilities; plus, who they report to, and when. Include how they will be evaluated, and who will train them or be available to consult if they run into trouble.
Realistically, not everything can be covered in a job description, add a segment stating that related duties and responsibilities may arise or exist that are not detailed in the job description. Otherwise, a worker may take advantage of a concise description to avoid putting in the necessary extra effort by claiming, “That’s not my job.”
(2) Filter Your Resumes
A filter is created from the core requirements of the job description. It gives the resume screener a baseline to efficiently weed out resumes and applications that don’t meet the minimum qualifications of the descriptions. Consider outsourcing the screening process to a professional firm that will funnel the best prospects to you, or enlist someone to handle the slush pile of applications, and then feed you the cream of the crop. Filtering the process is important.
(3) Memorialize the Recruiting Process
Develop key steps to use in the process every time to ensure recruitment efficiency and fairness. Consider including the steps within these four categories as you create your own organizational recruitment process:
- How your candidate pool is created (job description, advertising, screening, etc.)
- How the interview process is conducted (interview questions, background check consent, candidate evaluation forms, etc.)
- How a selection is made (who decides on the new hire, how are they and other candidates notified, etc.)
- The elements of your hiring process (pre-employment physical, drug and alcohol testing, notifications, etc.)
It pays to spend the time and money up front to ensure a well-tuned process. An outside Human Resources firm can set up all the details involved in your recruitment and hiring process to streamline and maximize the procedure. The result will be a clear and useful tool to boost organizational performance and save costs.
Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience. Check out Mark’s book How To Build “Kingdom Minded” Organizations here. Follow Mark on Facebook, Twitter and LinkedIn.
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