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Here’s something big to think about….
How many times have organizations focused on hiring ‘the best and the brightest’ people, and how many times have those people failed? According to a recent three-year study by Leadership IQ, 46% of new hires were deemed failures within 18 months, and only 19% were considered unequivocal successes.
The interview is the foundation of the entire hiring process. This is why it’s critical that you ask the best questions.
It takes time and practice to master the ability to conduct an effective interview. It is important to realize you are a complete stranger who your candidate doesn’t necessarily trust, so their answers can be guarded. Without a proper interview, you will have problems occur throughout the hiring process.
According to the old adage, finding the perfect job is all about “who you know.” Yet, the same can probably be said about finding the perfect candidate. Never has this held truer than today, in the age of social media where “who you know” implies a far-reaching network of family, friends, and acquaintances that transcends barriers of language, time, and geography.
With a contracting economy and a shrinking pool of talent, it is increasingly crucial that recruiters be able to identify and hire the right talent for their company. Social media present a great opportunity to engage with potential candidates long before they enter the interview room. These platforms provide a forum where you can glean insights into candidates’ attitude and personality, which more often than not can determine a future employee’s success or failure within the organization.
Assembling your consultative Staffing team is not unlike putting together a sports team. You need to find the most highly skilled players who have the drive to win and the willingness to set egos aside to reach the common goal…the RecruitCONSULT philosophy.
When trusted employees are promoted into management, generally what is their first task? Replace themselves. How do they interview candidates for their replacement? Go to HR and ask for a list of acceptable questions to ask. If they are lucky, HR has a list of “approved questions.” Are the questions targeting the skills required to be successful in the position? Generally not, they are simply acceptable interview questions.
Many months ago, I was interviewing candidates for a recruiting position. The position had been open for months, and I felt like I was never going to find a candidate who had the unique experience I wanted. That was until I found the perfect resume.
It amazes me how many conferences, current technologies and new technologies are available for recruiting. I have been recruiting for over 15 years and it makes my head spin, and I can only image what an entry level person must think. In the past week alone here are some of the things that I have seen.
As I chat with companies regarding a potential recruitment contract, it has become apparent that many companies follow the same process as candidates. They post jobs on the Internet and pray they will receive the best replies from candidates. You see evidence of this on Yahoo Groups and occasionally in various LinkedIn groups when recruiters ask where they may post for different types of candidate.
It is interesting to listen when companies complain they have difficulty attracting candidates from out of state. With a little research, a consultant may easily determine why they are experiencing those problems.
Relocation of candidates requires an understanding of psychology, an understanding that recruitment is a sales process, and a recruitment process that does not interfere with those understandings.
It’s hard to hide unprepared, unqualified interviewers. They bring little value to the interview process and, as a result, stick out like a sore thumb. What can be done at your organization to ensure those on your selection teams conduct the best, most well informed interviews? Read on!