GoldHawk Partners is helping organizations hire more intelligently to reduce their cost-per-hire ratios. As many hiring authorities have learned the hard way, it is critical that human resources have in place a structured hiring methodology. By requiring hiring managers to follow a sound process you will eliminate many bad hires, while saving managers time on replacement interviewing and training.
There are a few simple steps that can be implemented immediately to ensure that managers are more efficient and effective at hiring. First, require that managers peruse the applicant's resume in advance, since too often managers wait until the start of the interview to review this key document. Second, make sure that managers have open-ended and closed-ended questions that are approved by human resources. This important step will ensure that your organization remains compliant with state and federal employment laws, while also keeping managers consistent.
Furthermore, proper interview questioning will guarantee that the appropriate information is ascertained to assist managers in their evaluation. Third, managers should avoid hypothetical, leading, and multiple questions. Lastly, it is important that hiring managers allow the applicant to do most of the talking during the interview, and should end with giving the person time to ask relevant questions. Those questions asked by the candidate are also part of the evaluation process.
Does your company have a structured hiring process or are hiring authorities winging it?"
The job analysis is mission-critical because it is a formal system that when completed and used effectively determines the tasks that employees will perform in their jobs. The job analysis also guarantees that new hires will fit the employee profile that breeds success in the role, as well as how the new employees will be accessed.
An important aspect of the job analysis requires that HR reviews job responsibilities of current employees, evaluate job descriptions for similar jobs with competitors, and conducts analyzing of new responsibilities that will be handled by the person in the role.
There are two types of job analyses that can be performed. The first is a task-based analysis which focuses on the duties of the job. The second is a competency-based analysis that focuses on the specific abilities and knowledge your employees must have to perform the job.
Here are the steps that should be taken:
Select Jobs to study | Determine information needed | Identify sources of data | Determine methods of data collection | Evaluate and verify data | Use data to begin the process of writing the analysis; then job description.
This is used by HR to gather data. Companies that implement this process will drive higher productivity and retention rates. The questionnaire gathers employee information, responsibilities, problem solving responsibilities, level of contact with colleagues, managers, outside vendors, and customers, as well as physical demands, personal abilities required, certifications, and required skills.
Information for this document is gathered from the job analysis that consists of a list of tasks, duties, and responsibilities of a job. The job specifications section outlines the skills that employees are required to possess to perform the job.
Our firm can create job descriptions for clients that will attract high-performing candidates.
A great deal of bias can enter into the interviewing process. This includes everything from initial impressions, to the halo effect, to personal appearance, attire, and a host of other factors that tend to affect interviewers. An interview should not be the point at which a final hiring decision takes place. All factors should be balanced! Octavius D. Gould