Our Top 8 Best Practices for Hiring

Hiring the right employee can be a challenging process. We all know the costs of a bad hire, but a good hire? A good hire can enhance your corporate culture, drive revenue and have a positive impact on your entire organization. How do you make sure your hiring process delivers stellar employees? We looked at our own hiring process and identified 8 best practices, so read on…

1. Clearly define the role.
Take a step back and determine what you really need from this role.

  • What’s this person’s primary function?
  • How does the mission for this role align with the company’s mission?
  • What is the future career path for this role?
  • What value will this role provide in the long term?
  • How is this role different from or complimentary to others on your team?

These answers feed into and help to really define what you’re looking for in a great job description, your first step to a great candidate.

2. Plan and execute a hiring marketing strategy.
You’ve heard of “always be closing”? Try “always be hiring”! That’s what we do. We always look to maintain our candidate funnel.Maintain a strong online presence and use targeted email campaigns to attract active and passive job seekers. When the time comes to focus on a specific role, bring your external recruiter, hiring manager and team leads together to lay out a detailed approach.

3. Standardize your hiring process.
The best way to remove bias from your hiring process is to systematize it. Bias reduces diversity and your candidate pool.Introduce personality or aptitude tests, standard questions and a reliable system for scoring candidates.

4. Prioritize quality over quantity, and don’t rush it.
It’s more important to get the right few candidates through the door than it is to get the most or the fastest through the door. Take your time and don’t skip steps to get to the finish line faster. Hold true to the ideal qualities and priorities you laid out in #1.

5. Don’t shy away from tough interview questions.
You learned a lot from the recruiter, candidate resume and online profile but don’t be afraid to dig deeper. Why did they leave their last role? What led to their employment gap a few years ago? How a candidate handles tough questions will give you great insight.

6. Cultural fit is as important as the experience fit.
You can teach skills and you can train processes. Vision, attitude, drive and presence cannot be taught. How would this candidate impact your culture? The team dynamics? The results from your personality and aptitude tests will help you confidently answer these questions. 

7. Hire for growth potential.
Hiring managers focus too often on candidate experience – how much or how little someone has, and how it compares to other candidates in the pool. Instead, look for employees who can grow WITH you, who are high achievers and who have tremendous aptitude for learning.  Plus, you won’t have to overpay for too much experience or existing bad habits.

8. Hire like you lead.
As a leader, you set strategic goals, meticulously track progress and celebrate great results. Hiring should be no different! Put a process in place, communicate clearly and rally your team around the mission. Clearly, this is not designed to be an exhaustive checklist, but rather a guide to help you navigate your journey. Using these key insights will go a long way in protecting your time and limited resources. Of course, your absolute best practice for hiring should be to bring in the experts like The CFO Suite.  Let us help you navigate to your ultimate goal – identifying and hiring your next great investment!

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