Fail-proof Tips to Make Good Hiring Decisions Every Time: Part 1

Bad hiring decisions are costly. Each employee is an investment that begins with the cost of screening, and a good employee gives you ample returns. Would you believe that research has shown that less than a quarter of hires workout out long-term or end up performing beyond expectations? According to Tony Richards of Clear Vision Development Group, this number doesn’t have to be true for your organization.

He gives eight tips to employ during the screening process for making solid hiring decisions. Here are the first four.

Find Your Team’s Next All-stars

As you’re sifting through your stack of applicants and even before you begin setting up interviews, you should have these four to-dos lined up and ironed out in order to help you better identify your golden candidates.

  1. Identify the position’s stakeholders. Who are the individuals within your company who are the most vested in the position in question? Who manages or directly reports to the position? Where does the position fit in the grand scheme of the company’s strategy and trajectory?
  2. Identify the position’s responsibilities. What key results is the person who fills this position responsible for producing? Identify five or six targeted results. This will help for future performance measurement purposes.
  3. Compose a detailed job description. This might not be the job description you post, which might be a bit more basic, but it should be as detailed as possible. If you spell out what exactly your employees are and are not responsible for, it will be easier to measure their success, and thus easier to incentivize. A good job description will include the desired experience level, skill set, and required levels of education and training. You should always layout what additional training and certifications the candidate should expect to participate in once hired.
  4. Determine performance metrics. This is the goal-setting framework that will be used to determine whether the individual is meeting the desired parameters of success for this position. It will match up with the position’s key results as outlined in to-do number 2.

In what ways have you addressed these four to-dos in your own organization to avoid bad hiring decisions? The remaining four tips will be shared in Fail-proof Tips to Make Good Hiring Decisions Every Time Part 2.