Ways to Improve Your Hiring Process
If you’re still a believer in either one, I don’t recommend hiring based on the strengths and weaknesses of the candidate.
It will take too long to do it right and too long to fix it later.
Your employees are your frontline reps. This is the best way to give them the proper training and take care of their health and fitness while trying to improve your business as well.
Just like your recruiting team, your hiring process should have clear goals for the process and at the end of it.
Let’s review a few of the things I’ve found, over the years, to be the most common ways to make the process better:
Does the job look valuable?
Is the role going to actually benefit the company or will it be filled simply to fill the position and reap a monthly reward?
As a general rule of thumb, if your hiring team is not signing you up for all of the various benefits you offer your company, it might be time to look into the values and purpose of the company to see if they are aligned with the values and purpose of your hiring team.
Finding good employees is hard enough. Finding good employees who actually fit the values and mission of the company is an even greater challenge. If you aren’t ready to spend the time to hire people who match the values and mission of your company, then it might be time to adjust your values and mission as a business to match those of your employees.
Is the company structured to provide career opportunities to the employees?
If the company is structured around getting the company to the next level (growth and hiring), then the position should be structured to keep people engaged and motivated. The job needs to provide career opportunities for the person to learn something new every day.
Do you really want to bring someone in just for training or to fill a job that might be a decade long project?
Over time, we end up training the people we bring in or allowing them to continue their career or learning through their experience with us, leveraging platforms such as Staff Glass onboarding software.
This is a good thing. I encourage you to take the time to review how many employees were hired the first time around and how many people were brought on the second time. How many of them are still with the company?
If they were only there a short time and they weren’t replaced by someone else, it may be time to hire someone to replace them. If they were at the company for a few years but weren’t replaced, then that person might be providing valuable knowledge and experience to other people who you haven’t hired yet.
These are all things that should be looked at when determining the talent of the candidate.
Are there opportunities for growth and advancement in the company?
Do the people who are working for you have opportunities to learn more and take on more responsibility?
Do you have opportunities for people to help your company grow in a variety of areas? If so, how often do you have training sessions?