Consistently Choose "The Perfect 10" Candidate !
Don't you think an organization needs a hiring system? What if you had to
hire 30 people at a time? What if you had to have somebody else in your
organization do the hiring for you? How can you be sure that you'll end up with
the best possible person for the position?
For example: Olympic judges have pre-defined scoring criteria that they all adhere
to as they judge each event. You can watch an athlete perform what you think is
the most amazingly perfect display of athleticism, and the judges will end up
giving them a poor score because of a detail you missed. Why?
This is because the
judges have consistent criteria to judge with; they're all on the same page and
they can choose the winner based on those criteria. It's the same thing for
your hiring process. You need a system in place that allows you to consistently
choose the candidate who scores a perfect 10!
Common Mistakes to Avoid While Hiring a Candidate:
Is a new hire always the answer?
If you're considering hiring a new employee the first thing to ask yourself is: "Can we achieve our desired results without hiring anyone?" In other words, force yourself to consider all of the options you have at your disposal (besides adding people) to produce the result you want. Only move forward with your recruiting and hiring systems when you've determined that a new employee is absolutely necessary.
If you're considering hiring a new employee the first thing to ask yourself is: "Can we achieve our desired results without hiring anyone?" In other words, force yourself to consider all of the options you have at your disposal (besides adding people) to produce the result you want. Only move forward with your recruiting and hiring systems when you've determined that a new employee is absolutely necessary.
Are you recruiting or hiring? Confused ??
In an E-Myth'd business, hiring and recruiting are separate things. Recruiting involves defining the position and the ideal candidate and then communicating that recruiting message so that you attract the right candidate. The hiring process is about choosing the right candidate. By keeping these two processes clearly defined, you'll maximize the impact of both and end up with the best qualified candidate for the job.
In an E-Myth'd business, hiring and recruiting are separate things. Recruiting involves defining the position and the ideal candidate and then communicating that recruiting message so that you attract the right candidate. The hiring process is about choosing the right candidate. By keeping these two processes clearly defined, you'll maximize the impact of both and end up with the best qualified candidate for the job.
Do you believe that hiring decisions are made in the first seven seconds of an interview? Really??
There's an old saying that hiring decisions are made in the first seven seconds of an interview. Seven seconds? This means that most hiring decisions are made from an emotional perspective. The candidate just "feels right," and while trusting your instinct is good; it must be tempered with objectivity. We sometimes tell clients, "When you feel the urge to hire, don't." Your hiring decisions are some of the most consequential decisions you can make in your business — it's essential to have a hiring system in place that allows you to consider all the pertinent data.
There's an old saying that hiring decisions are made in the first seven seconds of an interview. Seven seconds? This means that most hiring decisions are made from an emotional perspective. The candidate just "feels right," and while trusting your instinct is good; it must be tempered with objectivity. We sometimes tell clients, "When you feel the urge to hire, don't." Your hiring decisions are some of the most consequential decisions you can make in your business — it's essential to have a hiring system in place that allows you to consider all the pertinent data.
Do you feel the need to convince a candidate to work in your company?
If you've done your recruiting process right, there's no need for you to sell the company to your candidate because they already know exactly what you are about. By the time the candidate has gotten to the interview stage with you, you should be in hiring mode, focused on choosing the right candidate instead of them choosing you. If you feel like you need to convince a candidate that your company is "so great that you really should come work for us" then you've got a problem and it's time to re-evaluate your recruiting process.
If you've done your recruiting process right, there's no need for you to sell the company to your candidate because they already know exactly what you are about. By the time the candidate has gotten to the interview stage with you, you should be in hiring mode, focused on choosing the right candidate instead of them choosing you. If you feel like you need to convince a candidate that your company is "so great that you really should come work for us" then you've got a problem and it's time to re-evaluate your recruiting process.
Should hiring be based purely on skill?
Don't hire based only on the candidate's skill set. You should be looking for skill and attitude. Look for the right attitude because you can always train the right candidate in the skills of the job, but you can't change anybody.
We should keep the above list of common hiring mistakes in mind as we build our hiring process. It is never too late to build systems into a business. Even if you're not hiring right now, by creating a hiring system, you'll be prepared when the time comes.
Don't hire based only on the candidate's skill set. You should be looking for skill and attitude. Look for the right attitude because you can always train the right candidate in the skills of the job, but you can't change anybody.
We should keep the above list of common hiring mistakes in mind as we build our hiring process. It is never too late to build systems into a business. Even if you're not hiring right now, by creating a hiring system, you'll be prepared when the time comes.
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