Have you ever fired one of your employees and thought to yourself, “I wish I’d known about that before I hired them”? Don’t worry: we’ve all been there.
Most businesses hire employees for their experience, charisma, communication skills, and the way they dress. But I can only think of one time that I had to fire someone because they weren’t wearing pants. Meanwhile, businesses will regularly fire employees when they slack off or underperform in the workplace.
Behavior is the biggest indicator of success for your employees, so the way that most businesses search for employees leaves much to be desired. If you’re looking to step up your hiring game, check out these three tips that’ll help you find the right employees in no time.
1. Take a Critical Look at Your Interview Process
It’s no secret that potential employees will say anything to get the job. “My biggest weakness is working too hard.” “Of course I have four years of experience.” “Yeah, I totally know what a Xerox is!” During any given interview, these phrases are a dime-a-dozen.
However, it’s not always the hiree’s fault. Sure, they’re lying to your face to secure a position at your company, but can you blame them? Standard interviewing practices make it hard to get any real information out of your candidates.
For example, when you ask the question, “What can you tell me about yourself?”, they’re not going to tell you about their rampant kleptomania. They’re going to tell you what an ideal candidate would say in their position.
When you’re going through the interviewing process, it’s important to ask questions that evaluate a potential employee’s character. A question like, “Can you tell me about a time that you solved a problem in your field?” lets you gauge more about their work ethic, collaborative spirit, and overall experience. It also lets your candidate show off their skills, giving you more of a reason to hire them overall.
2. Develop the Right Pre-Employment Testing Battery
However, you can’t use behavior-based interviewing as a crutch for your hiring process. You’ll be able to find better candidates, but unless you can read minds, you won’t get the full story until it’s time to hand them a pink slip.
That’s where pre-employment assessments come in. While there’s no way to read someone’s thoughts (yet), pre-employment testing is the next best thing. By screening your candidates with a variety of character tests, you’ll be able to get a glimpse of how they might act in a work environment.
If you’re looking to refine your hiring strategy, you need to understand what tests work best for your work environment. For example, the 16 PF is a test that can tell you the basic character traits of an individual but can’t tell you how they might respond to complex situations. By combining the right tests, you’ll be able to uncover crucial information about your candidates that you can’t get from a simple interview.
3. Fine-Tune Your HR Strategy
Finding the right employee doesn’t stop at the onboarding process. That’s like running 20 miles in a marathon, then calling an Uber to go home.
Once you hire the best employees you can find, you can’t just pat yourself on the back and call it a day. It’s time to get them up to speed with the rest of your staff. Between training, setting expectations, and motivation, your HR team has the responsibility of turning promising candidates into all-star employees.
The biggest factor to pay attention to is retention. Over the course of a year, new hires can take up tens of thousands of dollars worth of resources to get off the ground, so it’s important to develop reward systems they’ll be willing to stick around for. Or, if your industry can make great use of employees that go above and beyond, use training materials and incentives that encourage growth goals.
It all comes down to proper talent management.
Stellar employees are easier to find than you think. But you won’t be able to find them if you aren’t ready for them. By taking a thorough look at your talent management system, you’ll be able to find the right talent, give them the tools they need to succeed, and boost your bottom line.
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