Hiring Regrets

When we make snap hiring decisions, we invite a host of problems: under-skilled workers, personality conflicts, poor work ethics and unhappy employees. To lessen these risks, I use a process that has greatly improved hiring practices for myself and my clients.

1. Set-up an applicant grading system based on the position you want to fill. I use a simple ABC grading approach with only about five criteria and a notes section.
2. Screen initial applicants to minimize time on unqualified candidates. Recruiting software can provide helpful screening tools.
3. After identifying qualified applicants, conduct a phone interview. This allows you to focus on their qualifications and communication skills.
4. Invite your top candidates for an in-person interview. In your meetings, use behavioral interview questions (I will discuss this more in a future article).
5. While on site, require the candidates to interview with more than one person.
6. At this point, you have enough information to select your top candidate. Once identified, administer a career assessment to make sure the position fits their personality.

Finally, always check references and be sure to speak to their last manager. Following these simple steps can greatly reduce your risk of making a mistake.

Excerpt from The Extraordinary Business by Mike Hill

 Write to Mike at Mike.Hill@TeamTrenton.com