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For many HR professionals, November through January is typically the busiest time of the year. True to Skywalk Group’s drive to meet the customer’s need, we are keeping this blog article to a 5-minute read or less. Below are a few quick tips to improve the selection process for identifying winning talent for your organization. But don’t forget! During the month of November, participants who register for the December 1st Hiring Winning Talent Public Workshop will receive a complimentary job analysis and complete behavioral interview guide to get their hiring process moving in the right direction.
Start with a Good Profile
Start with a good job description, including specifications about the knowledge, skills and abilities, and any personal characteristics the candidate will need to possess before they start. A good profile is the basis for identifying qualified and quality candidates in the application and interview process. The more detailed the profile, the better chance you have of walking away from the process with winning talent.
Don’t Rely on the Interview Alone
An interview is a natural part of the selection process. It’s human nature to want to meet and ask questions to a potential candidate, but relying on the interview alone can be misleading. A selection process should be built around several weighted factors, including screening tools such as professional references, aptitude tests, and background screens.
Typically the interview is seen to be the time for the employer to evaluate the interviewee. The interviewee’s need to observe the organization and its people and culture is often overlooked, however. Failing to provide an honest perspective of the company and the opportunity under consideration can lead to early dissatisfaction and even turnover from a new employee. Provide candidates with a realistic perspective of what to expect before accepting an offer through job previews and opportunities to speak with current employees.
Has the recruiting and selection process overwhelmed your organization’s staffing resources? The Skywalk Group Recruiting Team would like to become a part of your team, providing expert recruiting techniques to source and identify winning talent for your organization. to learn more.
We are following up our Behind the Curtain of Resume Screening blog article with another recruiting topic. This article is provided by Skywalk Group HR Generalist, Donita Sanderson. And, as an additional reminder, don’t forget to take advantage of this month’s offer. During the month of November, participants who register for the December 1st Hiring Winning Talent Public Workshop will receive a complimentary job analysis and complete behavioral interview guide to get their hiring process moving in the right direction.
Unless an employer is willing to take the risk to hire a candidate based on a resume alone, interviewing is a standard part of the hiring process. If you have ever started a new job, it’s safe to say that you’ve participated in at least one interview. Like the majority of interviews, it was likely a one-on-one, face-to-face conversation with a hiring manager, human resources, and/or member of the hiring department.
As with any commonly held practice, there are always opportunities for enhancements or improvements. With technology advancements and tightened recruiting budgets, now is a good time to consider trying a new interview technique in your organization.
LIVE, VIRTUAL INTERVIEWS
Problem: Your offices are located in Iowa and your short list of candidates live in Ohio and Wyoming. You’ve completed phone interviews, but your budget doesn’t allow for both candidates to fly in for a face-to-face interview.
Solution: Live,Virtual Interviews. With a number of web video software options available, like Skype or iChat, a web camera and the appropriate free software creates an instant interview platform. If a candidate doesn’t have a web camera, just drop one in the mail a couple days ahead of the interview. Live, virtual interviews offer a more personal and interactive interview solution without incurring the expense of travel.
Problem: The position will interact with several departments and you’d like to have a representative from each department interview the candidate. Based on the number of interested parties, one-on-one interviews would take all day.
Solution: The Panel Interview. Although not a new technique for many larger organizations, panel interviews are a time-efficient and cost-effective option. Rather than having a candidate meet with several individuals on a one-on-one basis, candidates are interviewed by multiple decision makers simultaneously.
Panel interviews have the advantage of reducing the number of redundant questions asked by interviewers. In addition, each interviewer on the panel hears and evaluates the same response. Caution should be taken to ensure the panel is not too large and is well structured.
Problem: One-on-one and panel interviews provide a good picture of the candidate’s skills, but often fail to provide insight into the candidate’s interpersonal skills in a work environment.
Solution: The Fishbowl Interview. Ideal for managers and individuals who will need to work on cross-functional teams, the fishbowl interview allows the interviewers to observe the candidate at work in a team environment.
During a fishbowl interview a candidate and group of internal employees are given a hypothetical (or real) business challenge. The team and its new team member must interact to provide a recommendation on how to resolve the challenge by the end of the exercise. The fishbowl interview allows team members and observers to experience the candidate first hand during a decision-making event.
If it is time to give your interview process a much-needed boost or the recruiting budget isn’t as plush as it once was, consider testing and implementing a new interview technique, like those listed above, which will address the unique needs of the organization.
Finding the right person to join your company takes more than an interview and a call to extend an offer. Behind the scene of a successful hire is a well-executed hiring process.
Elizabeth Trcka, Partner and Recruiting expert for Skywalk Group, led this month’s HR Training and Round Table. Her presentation, “How to Hire the Right Employee” focused on the essential components of a success recruiting strategy.
Three Steps to a Successful Recruiting Strategy
The Position Profile:
The first, and often overlooked, step is to build a position profile. Many stop at a list of duties and educational requirements. As Elizabeth pointed out, hiring the right employee goes beyond the job description to a more comprehensive understanding of the skills, credentials, and competencies your next employee must have in order to succeed. The more thorough your understanding, the better chance the hiring team will have of selecting the person who will ultimately thrive in the position and the company.
Participants were given a hands-on demonstration of the Job Analysis Consulting Tool (JACT), a tool developed by the Skywalk Group to identify the competency level and job behaviors necessary for a particular position. Completion of the JACT results in a set of statements that describe the behavioral characteristics critical to the position in question. These statements are then translated into behavioral-based interview questions designed to target the identified competency levels for either an individual contributor or manager level position.
Once the position is defined and has received approval to be filled, the next step in the recruiting strategy is to source candidates. Based on 2009 survey data from CareerXroads, employee referrals are still the most popular external referral source (26.7%), followed by career sites (22.3%) and job boards such as CareerBuilder or Monster (22.3%). However, sourcing from professional social media sites, like Linkedin or Twitter, is becoming increasingly popular.
Your candidate screening methods should create a pool of candidates who present the baseline technical and professional experience. Although every interview process can differ slightly, recruiters will often narrow the field with an initial phone screen to gage the candidate’s interest and fit for the position. The top two or three candidates are then invited to an on-site interview(s), to gather in-depth analysis of the candidate’s knowledge, technical skills, and experience. Companies may have candidates complete selection tools, such as personality, cognitive, or job skills tests, as a part of the hiring process.
Reference and Background Checks:
Once the perfect candidate is identified, professional references are checked and an offer is extended. The offer may be contingent on additional testing, such as a drug screen, criminal background checks, and/or physical examination.