By now most companies have come to realize that in order to achieve success they have to start by hiring successful employees who can help them achieve their goals. A recent stuey has shown that companies with good hiring practice in place have ranked the most highly across the board from better employee satisfaction to higher productivity. And to help companies do this more effectively, executive search firms have put together this look at those hiring practices which can keep companies at the top of their game.
To begin with, companies must come to recognize the major role that the internet has come to play in the hiring process as perhaps the most valuable recruitment tool that employers can use in their candidate sourcing processes. Via the internet, many companies have already greatly expanded their candidate sourcing and executive search methodologies through the use of job postings sites and in the development of social media networking. In order to find the right candidate for the job employers will need to be able to consider as many candidates as possible, and with these new internet techniques, companies now have the ability to extend their candidate search far wider than ever before.
However, now being able to draw in a much larger number of applicants, companies will need to find ways in which to cope with this load of resumes as effectively and efficiently as possible. Here many companies have already begun to incorporate automated systems allowing them to screen and organize the resumes they receive quickly and thoroughly. To further speed up the hiring process, employers should begin making brief phone interviews with those candidates whose resumes pass inspection, just to further weed out the less ideal individuals in order to cut down on the number of full length interviews they must conduct.
When it comes to the interview itself, there are a few things that employers will need to change. To start, employers will need to learn to ask brief, open ended questions designed to draw out the candidate and allow them to provide whatever information seems relevant, with the interviewer only asking further questions to help guide the candidate to the information they are looking for. Here interviewers should lead the candidate to provide more specific examples of their skills. It has also been shown that the employer should allow the candidate to do eighty percent of the talking during the interview.
Finally, employers should decide what further assessment methods should be used in their hiring process, such as further interviews, testing, simulations, and shadowing. To start, employers can further explore a candidate’s suitability by conducting further interviews in which current employees with some relation to the open position are asked to participate in order to assess the candidate for a cultural fit. Shadow session may also be arranged to give candidates and employees an opportunity to get a feel for how this individual would fit within the team and further assess their skills.
The executive search and interview process is an arduous one, and something that companies should seek to cut down on and make as efficient as possible. This means finding the right person for the job the first time around through the application of proven search and interview techniques.
Published by Conselium Executive Search, the global leader in compliance search.
