Many business owners and executives often find hiring a painful process. A challenge they hate. As a result, they rely heavily on the interview as a major decisive factor, which only provides hiring success a shocking 14% of the time! Sadly, this creates costly hiring blunders. They often forget to include other equally important indicators in their hiring decision process. The goal of any hiring system? Collect enough of the right information to make solid decisions.
Applicant Tracking System can help you attract great candidates and simultaneously provide factual details of their past employment, education and skills. Select a tracking system that is user friendly and can be reached within one or two clicks from social media sites or other venues. The beauty of these systems is you capture their attention now and have them complete the application form at the same time. Remember this important distinction: a resume is a marketing tool, but an application is a legal document that requires actual dates of employment, salary and titles, to name but a few of the facts provided, that all help you make better-informed decisions.
Qualified Assessments allow us to see the whole person. Nearly 90% of a candidate’s true self is frequently camouflaged by resumes which selectively depict a person’s education, skills and job experience. That true self is often further camouflaged by the strength of an interviewer’s skills. Avoid these pitfalls by selecting assessment tools that meet the Department of Labor’s guidelines. This is important because you want to be sure the quality of the results actually reflects the job fit of the person you are interviewing, for both the present and the future. Remember, we often hire for perceived job skills and in the end, fire for a poor job fit.
Full Due Diligence requires conducting background checks, real reference checks and collection of other pertinent information. Be sure to have more than one final candidate.When you only have one candidate, you are more likely to rationalize why it won’t make a difference, many times to the detriment of the enterprise. Too often employers select only one and after it’s too late, find out something they hadn’t discovered earlier. The bottom line is … you can pay now to conduct a proper assessment process, or pay later in loss of business, increase in litigation or theft of data, money or proprietary information if you’ve hired the wrong person. You decide.
Join us on Thursday, September 13 @ 9:00 a.m. MDT (11 a.m. EDT/8 a.m. PDT): Hiring Refresher for Busy Bosses. http://wp.me/pN8WG-97 Find out more about how to effectively use the above-mentioned tools to make better informed hiring decisions.
“Hiring Amazing Employees” eBook is available at http://BizSavvyHire.com
©Jeannette L. Seibly, 2012
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