In a previous post, we discussed four tips to making good hiring decisions, as outlined by Tony Richards of Clear Vision Development Group. In this post, we’ll share the remaining four. By the end, you should have a clear set of to-dos to create a thorough process for finding the best candidates for each of your company’s key positions.
Find Your Team’s Next All-stars
The previous four to-dos should be completed even before you begin setting up your first interviews. In part one, we discussed identifying the position’s stakeholders and key responsibilities, composing a detailed job description, and determining the performance metrics. In the remaining four to-dos, we begin the interview process by step 5.
5. Determine a data benchmark. The position’s stakeholders should help to collect this benchmark data, which will include standards for communication, behavioral characteristics, motivational rewards, personal skills, and intellectual proficiency. Including the stakeholders in this step will ensure a smooth assimilation of the candidate into the team post-hire.
6. Identify your top three. After the first round of interviews, your top three candidates should start to stand out. You should interview your top three at least three times each before making a final decision.
7. Compile benchmark data. Now that you have the benchmark data from the input of your stakeholders, you should assemble the same data on your top three candidates during the assessment phase. Who best aligns with these metrics?
8. Review data and extend offer. With this process you will have qualitative and quantitative data to review, which will help to check or corroborate your gut-instincts and protect you from making a poor decision. You should be able to extend the offer with confidence.
Did you find any of these tips helpful? How do you currently vet your candidates to avoid making bad hiring decisions? Share your methods in the comments.