Want to Attract Better Candidates and Great Employees?

strategic hiring

Companies today are experiencing difficulties attracting the better candidates they want to hire. As a result, great employees leave because of their frustration with the employer’s turnover, disruption of services and other issues. These issues can be easily avoided by using first-rate hiring systems and selection practices. The question is, are you doing all the right things to strategically improve your company’s results (regardless of the size and revenues of your company)?

Strategically Fine-Tune Your Systems for Better Hiring Results

Did you know that top talent is 3 to 6 times more productive than your average employee? Experiencing actual results and the positive difference great employees provide will have you wanting to hire more of them! Unfortunately, many companies today are failing to attract and select the right people because they rely on gimmicks, post poorly written job ads and use non-qualified assessments. It’s a costly problem that can be resolved by strategically reviewing how to attract better candidates and retain great employees.

Ask yourself the following questions:

Do You Know Your Numbers? Get real about the company’s numbers! Unfortunately, many companies do not effectively track the cost of turnover, administrative and training time, and the impact on their customers (to name a few of the tangible and intangible costs of bad hires). Believing you’ve done all you can do when your company’s turnover is less than the industry average is foolish. It only hurts your company’s bottom line and its ability to attract better candidates and retain great employees!

Who Are You Really Seeking? Clarity can help you attract and select better candidates. Focus on what you really need now and in the near future. Too often we simply dust off the job description when someone leaves. Take the time (it doesn’t need to be a long, drawn-out process) to brainstorm and uncover what the company really needs. Hire a facilitator and select a couple of top employees to objectively uncover the traits, job responsibilities and other competencies that will make a true difference in growing your business.

Do You Have the Right Online Presence? Take time to review third-party sites for postings about your company from former employees, then, address them. A company’s negative online reputation is often caused by disgruntled employees, bad bosses and non-competitive pay! This can limit the ability to attract better candidates!

Do You Use the Right ATS? Finding the right job candidates, including passive job seekers, requires that you do your homework. Not all automated tracking systems (ATS) are created equal (like anything else in life). Avoid bells and whistles (aka gimmicks), since they can actually inhibit better candidates from applying.

ATS enhancements you want to have:

  • Use a fast and easy application process that works on mobile devices … if you lose applicants now, they rarely return.
  • Use systems that push job ads to job boards and provide search engine optimization—do not rely on your company’s name and website to draw traffic to you.
  • Better candidates want to know more about the company. Include quick and short bullet-point information about the company, very short (1- or 2-minute) product videos and video testimonials from great employees (remember, applicants today have shorter attention spans).

Are You Posting the Right Job Ads? Applicants today are attracted to on-the-job training, rapid advancement and a competitive salary, so include this information in all job ads. Candidates will overlook your company when job ad titles are misleading, boring or jargony—it’s why companies receive too many non-qualified applications. Remember, it’s important to use the company’s name and address, since blind ads do not attract potentially great employees.

Are You Using Qualified Assessments? Getting to know the real person is critical to hiring great employees who fit the job and company culture! While assessments have been around since the beginning of humankind, most are not compliant with the Department of Labor’s 13 requirements for pre-employment and promotion use. Relying on information from non-qualified assessments only shows you how candidates want to be seen NOT who they really are. When you use smoke and mirrors to hire, you cannot expect to hire top talent!

What Do You Talk About in Your Interviews? The purpose of job interviews is to talk about the job requirements, your company’s goals and the candidate’s ability to excel at the job and in your company. The biggest challenge is that many hiring bosses don’t take the time to improve their interviewing skills and rely on biases and inappropriate interview questions before making job offers. As a result, today’s top talent will simply say no to working for these bosses.

Is Your Due Diligence Thorough? Improving your hiring successes requires collecting the right objective data. While collecting public data from background checks is important, relying solely upon it creates avoidable hiring mistakes. Statistically, 75 percent of resumes and applications contain inaccurate information (and you only have about a 15 percent chance of discovering it during the interview). In addition to conducting background checks (these should include every state in which the applicant has worked), include qualified core value assessments (which measure values such as honesty and integrity), education and employment verifications, and employer and professional reference checks to uncover non-public information.

Remember, great employees are out there! Your success in attracting better candidates requires improving your company’s hiring systems and selection practices. Ask and answer the above questions so you can do the right things in a strategic and cost-effective manner.

©Jeannette Seibly, 2017

Does your company need a strategic review of your hiring systems and selection practices? Contact Jeannette for a free confidential conversation regarding how to get the best answers to the above questions. With over 35 years of experience in hiring, she can pinpoint and resolve issues to positively impact your bottom line!

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

Rev Up Your Bottom Line Using Qualified Hiring Assessments

It’s 2016 and many companies are focused on increasing sales, saving money and improving profitability while finalizing budgets and plans for the year. They will spend a lot of time evaluating equipment and systems to ensure the best ROI. However, they will almost always fail to take the same amount of care when selecting and managing their most important asset—their employees!  As a result, they’ll miss many opportunities to hire the right people, and often lose top talent and customers due to their mistakes, costing them time, money and market share. No matter the size of your company, the biggest mistake is whether or not you are using the right tools to hire the right people.

Cost of Poor Hiring Practices

Many managers know their turnover rate. And, many don’t. Some are proud that it is below industry standard. However, they may not have quantified the financial impact of turnover on their bottom line, or they may be in denial that they can do anything to improve it.

When you take the time required to actually see the real cost of a bad hire, promoting the wrong person or losing a talented employee, you will realize you must objectively assess potential job candidates for job fit, core values and required skills. Using qualified assessments (instead of hiring by gut alone) will significantly lower theft, cost of turnover, workers’ compensation, unemployment and other employment/liability claims when used appropriately.

Why Should You Select Qualified Hiring Assessments?

There are over 3,000 publishers of assessment products in the market. Most assessments do not comply with the Department of Labor’s guidelines for pre-employment use (See: Testing and Assessment: An Employer’s Guide to Good Practices, Department of Labor*). High-quality and qualified tools will have technical manuals (not just a letter from a law firm) to ensure each assessment meets the validity and reliability specifications for pre-employment and selection purposes. Ask for the technical manual and refuse to use an assessment for pre-employment purposes without one. This is one of the key factors in lowing turnover since using a less-than-qualified assessment rarely makes a difference.

Qualified Assessments Are Incredibly Accurate

Not only is using the right assessment of legal importance, using tools that actually have the highest validity and reliability will measure people accurately and objectively—a requirement for predicting future success. People are like icebergs: they only let you see what they want you to see – what you don’t see is more significant than what you do see! The best assessments provide you with the ability to become a laser-like coach while improving your selection process and reducing costs.

Remember, any tool, system or process used during the hiring or promotion process must comply with pre-employment requirements.

When you select the right qualified assessments and use them as directed, they work and will positively rev up your bottom line in 2016 and beyond.

©Jeannette Seibly, 2015-2016

*Contact SeibCo for a copy of the DOL regulations @ http://SeibCo.com/contact

Source: Hire Amazing Employees, Chapter 11, “Assess for Job Fit—Use Qualified Assessments,” http://BizSavvyHire.com

Jeannette Seibly has been a business advisor and facilitator for over 23 years; she guides the creation of new solutions for business challenges and is the author of Hire Amazing Employees (http://BizSavvyHire.com). Check out her website: http://SeibCo.com or contact Jeannette at http://SeibCo.com/contact.

Emotional hiring can be dangerous!

Many executives are good decision-makers or they wouldn’t have the title. However, many are so busy that they fail to listen during interviews unless the candidate says the right things. Then their impulsiveness and impatience kicks in and they hire people that “feel like the right ones”! Hiring based on intuitive powers may sound great, but in reality it is an excuse for not using a strategic hiring system.  

Anytime you hire someone who doesn’t fit all the necessary job requirements but has the likeability factor, you’re doomed for failure. Frequent job-seekers—people with backgrounds to hide and manipulative types—have honed their interview skills well! They know what to say and how to sell themselves to get a job. They know how to be likeable.

Infuse objectivity early in the hiring process. (http://wp.me/p2POui-nj ) This will significantly reduce the possibility of interviewing these types of job candidates and falling into the emotional hiring trap. Use a structured interview process, qualified assessments, and due diligence. Call those references! (Learn how to hire the right person. Get your copy of Hire Amazing Employees, Second Edition. It could save your own job!  http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

Innovation frauds

Many professionals make changes for the sake of making changes. Some hope change will be recognized as a good thing and keep them employed. The bottom line? Change can be disruptive to any business when modifications are made without a specific goal others can agree upon. Remind new hires to learn the current way your company conducts business before offering any recommendations for changes, at least for 30 days. Just because it worked with their former employer or is considered the industry norm does not mean a change will produce the required results in your environment. Teach everyone how to ask the right questions of their teammates and brainstorm possible adjustments before making any agreed-upon changes. For a new system to work profitably, it must include everyone’s input into its design and alignment.

(c)Jeannette L. Seibly, 2013

Do you believe you’ve mastered the art of skimming resumes?

Many HR professionals and recruiters falsely believe they’ve mastered the art of skimming resumes. The sad truth is they miss out on many great candidates. Although job candidates do have a responsibility to learn how to sell themselves (http://TimeToBrag.com), reliance on reviewing hundreds of resumes with our inherent biases and limited analysis skills will not attract the right people to our enterprises. Learn how to infuse objectivity early in your hiring process and you’ll increase your qualified candidate pool while achieving better hiring results. (See: Easily Infuse Objectivity Early In Your Hiring System: http://wp.me/p2POui-nj)

(c)Jeannette L. Seibly, 2013

Have you developed their talent lately?

Hiring the right person requires more than simply hiring someone who appears to have the right skills. It’s selecting someone who can fit the environment and succeed. Many times they have the right stuff, but we fail to develop their talent and inadvertently sabotage their performance. Design a 180-day success plan to keep your employees focused on the targeted areas required for company success from the very first day on the job. Manage them daily, weekly, and monthly to ensure success, with the frequency determined by their most recent results. When left to their own devices, employees will usually go off-track to pursue their own interests.

(c)Jeannette L. Seibly, 2013

Do you hold your hiring managers accountable?

Very few companies manage their hiring processes by holding their hiring managers accountable. Instead, they experience high levels of turnover and increased difficulty finding qualified candidates because managers reliance on gut reactions or play the blame game.  Neither will resolve systems or bias issues when new employees fail. What would happen if instead your hiring manager’s compensation was tied to employee turnover and performance? A bad manager would either step aside or improve in order to create an environment for employee success. (http://ow.ly/mL7n0 (Bad Managers eGuide)) They would improve their use of qualified hiring tools to ensure the best objective information is being utilized and reviewed to ensure laser-like coaching for employee success. (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

Are you really ready?

You, like many employees today, may believe you are ready to move forward in your company to take on more responsibility. The bigger questions to first ask yourself: Do my customers, co-workers, partners, and management agree? It’s not enough for you to believe you can do it. Others need to have faith that you can and will deliver the intended results. A qualified 360-degree assessment can help you clarify what you need to do to advance. Hiring an executive coach can help you close the gap from where you are now to where you need to be in the near future. (http://SeibCo.com)

(c)Jeannette L. Seibly

Do your employees feel safe?

With white-collar crime and substance abuse on the rise, the chances of your company hiring co-workers and bosses with different sets of values has greatly increased. Poor hiring practices will cause your employees, clients, and vendors to distrust you and your company. The good news? Poor hiring practices can be changed! Although the results derived from using qualified hiring tools and processes cannot guarantee 100 percent success, objective information will always improve your selection decisions. Remember, as a business owner and/or executive, you have a fiduciary responsibility to protect your employees, customers, proprietary information, tools, and communities. (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

Cross-Train for Success

With summer vacations approaching, it’s a great time to be cross-trained in other jobs to learn new skills. Sell your boss the idea, as well as the person who currently holds the position. Also, it’s a great occasion for bosses to get realistic hands-on experience doing their employees’ work! Be sure your own work responsibilities are handled, and that you meet current deadlines. These new opportunities will provide you with a breadth of knowledge on how your department and company work and additional Brag! statements (TimeToBrag.com) when seeking future promotions and pay increases. Remember, do the job as it’s been structured by not making any changes—being labeled a meddler will limit your future success.

(c)Jeannette L. Seibly, 2013