The implications of a bad hire can be costly to a business, not just financially but also culturally. In most cases, it can take up to 12 months to gain a rate of return on your investment in a new employee. So, making the correct hiring decision is critical.
Equally important is attracting top talent to your business.
Coming out of 2020, the market for top talent will be competitive. Engaging with candidates during the first interview process is vital. Many employers still forget the interview process is a two-way street. Candidates are interviewing and screening the employer just as much as the employer is interviewing and screening the candidate.
Our HR recruitment team in Melbourne have create this list of nine practical tips for making the right hiring decision and setting yourself up as the “employer of choice” in 2021:
- Be prepared – Take the time to think through what you are exactly looking for in the candidate. Consider the role competencies and construct your interview guide around technical capability, motivations, and cultural fit. Candidates expect a robust interview process.
- Be Engaged – Show genuine interest in the candidate and who they are.
- Promote your organisation – The interview is the time to promote the organisation. Remember to discuss the benefits of working at your business. Things to consider are ‘perks,’ community days, work-life balance, the ability to buy annual leave, location, and corporate values.
- Flexible Work Practices – Organisations that do not actively offer ongoing flexible work practices will find themselves at a distinct disadvantage from here on. While most candidates expect that, for many organisations, there will be the need to work at least part of the week from the office, those organisations who create a one size fits all and don’t discuss with the candidate what they are looking for, will find many will de-select from the recruitment processes.
- Psychometric testing –This is a valuable tool in any recruitment process. It can provide valuable insight into an individual’s work preferences, motivations and cognitive abilities and, importantly, can be helpful as a developmental and management tool in the future. That said, you should remember that it is just one screening tool in the recruitment process and avoid falling into the trap of making decisions based solely on the outcome of psychometric testing.
- Consider ‘Fit’ factors – Evaluating an individual’s motivational, career, and cultural fit factors is critical to every successful hiring decision. Take time to identify the candidate’s fit profile and match it to the organisation and role.
- Protect your brand and market reputation –Communicate and update your candidates regularly. It is essential all candidates feel they have had a great experience even if their application is unsuccessful in that instance.
- Reference checks are essential – Some think candidates will only give names of referees who they are confident will report positively. This is not always the case. Remember, probe, and listen for ‘what isn’t being said’.
- Induction – A great first day is so important. Make sure this is positive.
By investing time in a thorough recruitment process either by yourself or with the help of an HR recruiter, you will obtain top talent and a candidate culturally aligned with your organisation’s vision and values. Your return will not only be technical capability but an engaged and happy workforce.
deliberatepractice is a vibrant, contemporary, leading HR consulting firm. We have delivered contemporary and practical HR solutions for over ten years, drawing upon our deep specialisation in HR Recruitment, Leadership Assessment & Development, and Outplacement. If you need a specialist HR recruitment agency in Melbourne, contact deliberatepractice today.
