There are many hiring habits that should never be broken because they are essential in the hiring process. However, as Alison Green explains, there are also many hiring habits that you need to stop! Lucky for you, they are clearly laid out so it is easy for you to quit.
1. Courtesy interviews with no intention of hiring the candidate. All this does is cause anxiety and waste the time of both interveiwer and interviewee.
2. Not conducting phone interviews first. Phone interviews are used as a screening mechanism and can save you a lot of time.
3. Requiring a degree for work that doesn't need one. You may be screening out candidates who have all the skills and abilities to do the job.
4. Asking softball questions instread of track record questions. Instead of wasting time asking questions to get to know the candidate, get down to the nitty gritty.
5. Checking job references after making job offer. Reference checks can and should play an important part in your hiring decision.
Learn more about these forbidden habits here.
46% of new hires fail within the first 18 months. In order to avoid this, you must be able to identify a bad hire and get rid of them quickly. Although firing an employee is a tough thing to do, it is important that you do it quickly in order to avoid more negative consequences. Dr. John Sullivan explains that there are many reasons why you should get rid of your bad hires as quickly as you can.
- They're unlikely to get better
- They take up time
- Customers can sense it
- They cause frustration
- They delay the hiring of a quality replacement
- They may "check out but never leave"
Read more on these reasons as well as how to identify a bad hire here.
Job titles are the first thing a candidate sees when going to apply for a job. Therefore, the job title could make or break their decision to apply to your position. Because of this, Leonard Palomino explains that the job title is one of the most important parts, and also provides way for you to create the most effective title.
In creating your job title, you must be very specific. Also, avoid using abreviations or acronyms as they may cause confusion in regard to the position. Next, make it easy to understand for candidates outside of the company. Even more, avoid superlatives and idiomatic phrases. You want to stick to professional language. Lastly, leave out any extraneous information that is not important to the title.
Read more about these tips.
Issie Lapowsky looks back on her conversation with the man who gave Steve Jobs his first job. He explained that Jobs was not your typical desired candidate, but however, was the exact opposite. However, he had all the passion in the world. He also gave tips on how companies can attract their own Steve Jobs.
1. Get rid of the rules. Rules create blocks on the creative process.
2. Hire for passion, not credentials. Look for someone who is passionate about both their job and their hobbies.
3. Don't disregard obnoxious people. You may pass up the right candidate. Also, this could help cause innovation.
4. Party with the people. This will convince people it's a great place to work and lead to new ideas.
5. Celebrate failure. Celebrate risk-taking in the office.
Want to find your Steve Jobs? Learn more here.
Ron Thomas explains that one of the most important qualities your candidates should possess is their inquisitiveness. Candidates who possess this quality will have a drive to figure things out. Also, innovation is often driven from being an inquisitive person.
The inquisitiveness of a candidate allows you to determine their ability to adapt to different situations. Because of this, Thomas says that inquisitiveness should be one of the main competencies that drives your talent search.
Lastly, being inquisitive yourself can help your organization to:
- recruit and select the best employees
- plan how to organize the workforce
- manage and train employees
- develop your staff
Find the original article here.
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