We know that hiring the right person for the job isn’t always easy. Although, hiring the wrong person usually is…
It’s very easy to get caught up in a hiring routine that isn’t quite working. We know your company wouldn’t fall into that kind of a rut; But, just in case, we’d like to offer a list of red flags, or things to consider when evaluating the efficacy of your current hiring system. And, so we present:
You know you’ve got a hiring problem when…
10.You’re still using manila folders to store interview notes – If this sounds like you, welcome to the internet era! Pull up your interview notes, candidate resumes, applications in less than ten seconds using an interview management system. Beyond your typical applicant tracking system (ATS), interview management systems allow you track interview notes, scores, etc… in one convenient online (secure/safe) location.
9. Your hiring managers are firing “magic bullets” – You know that manager who has “THE question?” The one that he claims should make or break a candidates’s interview? Questions like: “How many ping-pong balls fit onto a tennis court?” or “If you were an animal, what kind would you be?” As amusing as the responses to these questions can be (and trust me, they are), your interview time-slot is not the opportune time for entertainment. These “magic bullet” questions are not shown to be predictive of success in ANY role unless the primary responsibility of the job involves responding to ambiguous questions.
8. Your top scoring candidates are not performing on the job– Simply put, if your candidates score well during the interview, and perform below expectations once on the job, your hiring process does not predict success. It’s time to evaluate the questions you’re asking or the way you’re scoring them. When an interview is validated, the first step is usually to make sure it relates to the success levels of your current employees. Your top employees should receive top scores on your interview scoring guide, and your low performers should score low on your interview scoring guide. Sounds intuitive enough, right?
7. Your consultant hands you competencies and takes off – It always surprises us when this happens. Companies pay thousands to have consultants come in and help an organization’s leadership team define core competencies. While this is an excellent exercise, it is only the beginning of developing a successful hiring strategy. Often times, the leadership team knows the competencies but has no way of measuring them during an interview. That’s where a system like Hireology comes in. Put those competencies into action!
6. Your inbox is full of resumes – Let me guess, you’re also a victim of #10? No need for this. Your candidates should apply to your job and automatically appear in a neat folder online. Let Hireology take care of that for you. It only takes a minute to set up.
5. The majority of your applicants receive job offers – One of two things is going on here if you’ve experienced this: Either you have too few candidates applying for your job, or your hiring process is too lenient. Usually, it’s both. The best case scenario is that you have 20 times the amount of applicants to hires. Half of those get phone screens, half of those make it to in-office interviews, and half (or fewer) of those receive job offers. Hireology can help on both fronts: We can increase your number of applicants through job awareness, and we can certainly make your interviews process tougher/more evaluative.
4. Your interviews still consist of questions like “Where do you live?” According to legal guidelines, your interviews can not include questions that could potentially discriminate based on, gender, disability, age, or socioeconomic status. Following an interview script is a good way to avoid making these common mistakes.
3. Your hiring decisions are affected by how much salt a candidate adds to their meal during lunch – This really happens. I’ve seen it, first-hand. It’s great that you care enough to take your candidates to lunch, but by all means, don’t judge them by how they eat! Hiring rule #1: Hiring decisions must ONLY be based on things that RELATE to the job at hand. Hireology gives you interview questions that ALL relate to the job at hand.
2. Turnover no longer phases you – While some turnover is natural, we find that it has typically gotten out of hand when it becomes a “normal” occurrence. Turnover can be a result of multiple types of operational problems. However, most of these problems stem back to hiring the wrong person at some point along the way. That wrong person might be your new employee, or it might be your employee’s manager. Either way, SOMEONE likely received a job offer they shouldn’t have. We promise, taking preventative measures by examining your hiring process is easier than dealing with the ramifications of a few bad hires.
And, the number 1 reason you know you’ve got a hiring problem is…
1. You’re still going on “gut”- Your gut is right less than 50% of the time. I don’t care how intuitive you are, it is immensely important to figure out WHY your gut is telling you what it is telling you. If you can figure out why you like a candidate or not, you can quantify and systematize your intuition so that it can be reproduced every time. Doing so can put you at an 80% or better in terms of accuracy. Did we mention that Hireology helps you do that during the job analysis phase?
Learn even more about turning turnover into retention in our guide!