All organizations would like to think that they hire exceptionally well. Obviously, not all organizations hire exceptionally well.
This is rather perplexing, considering how important hiring ultimately is to the long-term success of a company. How well a company hires largely dictates how successful it is, and that includes how profitable it is.
However, before you can hire well, you must plan to hire well. It doesn’t just happen by magic or through some form of “happy accident.” It happens on purpose.
Since there are only a few days left before the start of 2022, here is a six-point plan for better hiring in the New Year:
#1—Determine a ranking system for positions.
Not all open positions are created equal. Some are more important than others. However, if you don’t determine which ones are most important, then you run the risk of treating them all the same. That’s a mistake, since the ones that are the most important are the ones that are costing you the most money the longer they stay open.
#2—Implement an accelerated timeline for filling critical positions.
Now that you’ve determined which open positions are critical, adjust the timeline for filling those positions. That timeline should be three to four months, at a maximum. Ideally, you want these positions filled even before that. Sure, you want the best candidates, but it would be even better to hire the best candidates as quickly as possible.
#3—Select process participants carefully.
Who absolutely needs to be part of the hiring process? Don’t bloat the process with people who do not need to be part of it. Have specific and valid reasons why the people who are part of it should be part of it. This preparation up front will pay dividends in the form of a more focused, efficient, and effective process.
#4—Make sure that process participants are knowledgeable and invested.
The participants should know everything they can about the position, about their role in the process, about the other people involved in the process, and about the roles of the other people involved in the process. That’s a lot, to be sure, but an oversight in any one of these areas can contribute to a costly miscommunication.
Not only must you set expectations, but you also have to communicate those expectations to everybody involved in the process. That’s because if everybody is not aware of the expectations associated with the process, then how can you expect those expectations to be met in a satisfactory fashion? You can’t, that’s how.
#6—Create a system for reviewing results.
The only way to improve performance is by measuring that performance. By extension, the only way to improve your hiring process is to measure the results of that process. Obviously, hiring top candidates is the gold standard. Having those candidates reject your offer or fall completely out of the process would be the most obvious indications of failure.
How well do you execute the steps listed above? Are these steps part of your process or are they missing?
If your hiring process is not exceptional, then how can you expect to hire exceptional candidates?
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click HERE to find out even more about the many services that we offer to employers.