4 Bullet Proof Tips to Hiring Great Employees

The ability to make strong hiring decisions is critical to the success of your business. A weak hiring process can lead to “false positives” when it comes to your new hires, which can leave you in need of finding a replacement sooner than you would wish. Companies lose a vast amount of time and money with every bad hiring decision, as the cost of sourcing, screening, selecting and training a new employee can add up.  A hiring process that leaves too much latitude for subjective decision-making can result in a bad investment of time and resources. In fact, a recent Forbes article by David K. Williams notes that the cost of a single bad hire can cost a company anywhere from $25,000-50,000. 

Taking the emotion out of hiring can lead to stronger hiring decisions, higher retention rates, greater productivity, and ultimately an increased return on investment. Give your hiring process a facelift and reduce the time you spend on replacing new hires who received the job offer without a sufficient evaluation by using these simple steps below. 

Step One: Define the Non-Negotiables.
A non-negotiable represents the key knowledge, mindsets, and skills that a new hire must have on Day One of the job in order to be successful. By defining these non-negotiables, you will quickly realize what the new hire must have and what areas are coachable. You should work with the hiring manager and other relevant decision-makers to determine these non-negotiables. If the role is an existing one, compare these non-negotiables to the current employees in the role.   

Step Two: Craft the Perfect Job Description.
When you design the job description, make sure that all the job requirements, such as key responsibilities, required education, relevant experiences, and skills are clearly outlined and aligned to the non-negotiables. Be sure to include a compelling description of your company and guidance on what makes a successful applications. A compelling job description that is aligned to your non-negotiables will help ensure that the best possible candidates are applying for the role and will assist you in evaluating applicants.

Step Three: Align Interview Process to Non-Negotiables.
Design interview questions, role play scenarios, and assessment tasks that align to the non-negotiables you have identified for the role. These aligned questions will allow you to glean the appropriate evidence needed to determine if a candidate is the right and best fit for the role. Probe for examples of skills and knowledge in action, and listen for evidence of mindsets required in the role during the interview. 

Step Four: Norm on the Hiring Process.
All hiring managers and decision-makers involved in the hiring process of the new employee should be normed on the non-negotiables and interview process. You can design a hiring training or craft a one-pager describing the non-negotiables for the role and the types of evidence you are looking for in the interview process. Ensure all hiring decision-makers are clear on the non-negotiables in order to increase objectivity, remove any lingering bias, and take the emotion out of hiring.