Millennials and GenZs will comprise two-thirds of our workforce in 2019! As a result, high-impact hiring practices must be designed to attract and keep top talent.
First, Get Real about the Costs
Many companies fail to make real changes in their hiring practices. Why? They believe since their turnover is less than the industry average, they are doing as well as they can. The sad truth is, it costs $37B (yes, billion) to keep unproductive employees. This alone will deter top talent from working with you. They want to work with successful companies that hire, manage, coach and train the right way. If you don’t know the costs (most people don’t), use our Hiring Calculator to get real data about your hiring costs!
Second, Review Often Overlooked Issues
Candid Interviews. Today’s candidates will decline job offers if interviewers use canned responses. They want real conversations with real answers to their questions. Schedule interviewer training today for everyone.
Shorten Interview Processes. Many companies lose out on top talent because they take too long to make job offers. Improve the decision-making process by using objective data. It will always help you make your decisions faster and easier.
Job-Specific Questions. Failure to ask job-specific questions during an interview creates a false impression about the job. These candidates will accept the job offer and ghost you afterward.
Recruiter and Interviewer Biases. Yes, they do exist…and good job candidates know it. These biases can hurt your company’s reputation now and in the future. Improve your decision-making process by collecting objective data with legally validated tools to help eliminate biases.
Assessment Tools. Most do not meet the Department of Labor’s 13 guidelines for pre-employment and selection purposes. Companies too often rely on tools that provide subjective data of how well the person fits the job vs. scientifically validated job fit tools that provide objective data of how well the person fits the job (and meet the DOL). Choosing the right assessment will dramatically improve hiring results and reduce turnover. (Review Hire Amazing Employees – Chapter 11 – Assess for Job Fit-Use Qualified Assessments)
Third, Develop High-Impact Hiring Practices for Amazing Results
Define an Exceptional Hire. Ask yourself and your team, “What does an amazing hire look like today? In three months? Six months? A year from now?” Now, rewrite the job description with those responses in mind. Ask your marketing department to create exciting and enticing job postings.
Make Promises. Ask and answer, “Why do applicants want to work for us? How will this job help their career now and in the future? What specific training and development can we offer them?” If you answer these questions, you will uncover the promises you must make to get and keep top talent. For example, customize individual career pathways for each new employee immediately upon hire. Be sure to use the data from the qualified assessment and ask the employees about their future goals.
Create a 180-Day Onboarding Plan. Whether or not you hire the person, this process should start immediately after the candidate has completed the online application. Encourage candidates to ask questions at any point during the process. Schedule sessions to cover the company’s history, purpose, and mission; safety and well-being policies and procedures; on-the-job training (technical and soft skills); opportunities for mentoring and coaching; etc.
Job Fit is Still #1. According to the Harvard Business Review, when candidates fit their jobs, they excel. Use objective data to dramatically improve hiring, coaching, managing and training efforts.
When you implement these high-impact hiring practices, you will be ready to hire and keep the best. Also, as an added advantage, they will be happier and more productive.
©Jeannette Seibly, 2018
Jeannette Seibly has been a catalyst and leadership expert for over 26 years. As an executive coach, speaker, and author, she provides straight talk with dynamic results. Most companies need help objectively reviewing their high-impact plans. Contact JLSeibly@SeibCo.com to help you hire and keep the best. Check out her website, or contact Jeannette for a preliminary confidential conversation.