As an HR professional, it’s my job to help choose the right people for our open positions. At GL group we believe that hiring for a culture fit is equally as important as hiring a candidate with the right skill set and job experience. So we’ve implemented an extensive interview process to help us find the best people. We want to make sure we don’t bring someone on and then find that they’re not a fit for the role or our culture. Most of the time we get it right. But sometimes we find out later that someone wasn’t quite the right fit.
When we find that we’ve hired someone who doesn’t quite fit the job or our culture, it’s always a difficult situation. We want all of our employees to succeed –but sometimes we realize that we might have missed something in the interview process that could have saved us and our employee a hiring headache.
I’ve learned a lot through the years about effective ways to screen candidates during the interview process to avoid hiring someone who isn’t the right fit. I’ve listed my five best tips for avoiding hiring headaches!
Set realistic expectations for everyone
Make sure everyone – from the CEO to HR to the hiring manager to prospective candidates – has realistic expectations. Our HR team begins by having a scoping meeting with the hiring manager to really dig in and find out what they want for this position. We want to make sure we’re on the same page with the budget, experience level required, and the kind of personality they feel will work best with their team. This allows our HR team to post an accurate job description, choose potential candidates for interviews, and assist the hiring manager with making the right choice.
We also try to ensure that the hiring manager knows how long it might take to hire and onboard the right person who is qualified for the job. We might not get as many applications as we’d like or sometimes as we meet and interview candidates, we realize that we need someone different than what we thought. We want hiring managers to know that flexibility and patience will help us find the perfect person for the job.
Finally, we want to be sure that potential candidates know exactly what the position requires and what to expect as a GL group employee. This not only helps us, but also helps potential candidates decide whether or not GL group is the right fit for them.
Know the job and write great job descriptions
Having an accurate job description helps us attract the right candidates. Writing a great job description requires knowing the exact expectations for the job, including various job responsibilities, the salary, room for growth, the make up of the team, training required, etc. For some of our open positions, I will actually go through training/onboarding for the job so I know exactly what we will expect from an employee for that job. I also work closely with the hiring manager, asking them to write the job description and then finalizing it to make sure we use the correct verbiage and phrases. We want to make sure it’s easy to understand and doesn’t rely on internal language.
Post the open position in the right places
In order for the right candidates to find our open job, we have to know the demographic and where they are searching for jobs. For example, we know that candidates for executive-level positions are more likely to come from LinkedIn. Candidates for junior-level positions are more likely to find us via Facebook and Twitter. We make sure that we’re posting jobs where the right candidates will see them.
Use assessments at every step
We are using a specific set of assessments at each step of the interview process, from the first time we read a resume through the final interview. Part of our assessment is putting together an interview team comprised of experts who can help us evaluate potential candidates for both skills and culture fit. Since both are highly important to GL group, we use our HR team to focus on culture. Employees who have worked in this role or the team leader (of the open position) to evaluate skill. The assessments we use help us:
Match candidates with jobs that fit their inherent capabilities
Understand the strengths and limitations of successful onboarding
Identify opportunities to enhance performance and maximize a potential candidate’s long-term contribution to the organization
Ask the right interview questions
We’ve found that one of the best ways to screen candidates is to ask questions that allow them to showcase their skills and let their personality shine. We don’t just ask about their professional experience or the reasons they think they are a good fit for the job. We want to know about their personality, work habits, goals for the future, and their fit for our value-based culture. For more information on interview questions, check out our post, Interview Questions That Get Candidates To Open Up.
While there are many tips to attract and hire the right employees, following these five tips will help you avoid hiring headaches and find the best candidate for the job! Good luck and happy hunting!