Hiring new employees is a high priority for most HR teams, and it’s one of the top HR challenges faced by human resources professionals across the globe.
Every organization has a different approach to the process for hiring new employees, from the way they source candidates for a role, to the questions they ask in interviews, to the criteria that a candidate must meet before they can extend an offer. For many organizations, hiring the right person for a role means finding someone who not only has the right skills, experience, and qualifications for the job, but also fits in with the culture of the organization.
To better understand how organizations overcome the hiring challenge, we asked seven HR professionals for some of their best tips on hiring the right employee for a role. With their extensive experience in recruiting and hiring, they offered up some outstanding insights and advice. Here’s what we learned from them:
Mike Bensi, Advisor at FirstPerson
“Hiring for fit is an easy tip to think of, but few organizations actually define what ‘fit’ means for them. Take the time to identify the key values and behaviors needed to be successful within your company. And then develop the interview process around those needs. This allows you to create a unique value proposition that ensures you’re hiring people who are attracted to your company!”
Trisha Borme, Manager of Talent Acquisition at Interactive Intelligence
“Build a team of passionate talent professionals who will design the right process for your organization that involves assessing soft skills and a cultural assessment. The candidate experience is very important and can help or hurt your talent brand. Also, put the energy into the front-end of the process. Develop a strong sourcing strategy and make sure all individuals in the hiring process have important skills to assess during the process. All key individuals should participate in this strategy to ensure everyone is on the same page.”
Karin Gorman, President of the Consulting Division at Staff America Inc
“Build and foster relationships with as many candidate sourcing organizations as you can. If you’re hiring entry-level employees, build relationships with universities. If you’re hiring technical employees, build relationships with technical schools. Don’t just reach out to them when your business has openings. Keeping consistent communication with these organizations will allow you to build a strong reputation for hiring and a pipeline with great integrity. If your business doesn’t have the resources to build these relationships, consider partnering with a staffing agency.”
Deb Hunter, Advisor at FirstPerson
“Do what you say you will do. If you tell candidates you will get back to them in two weeks, be sure to get back to them, even if a decision has not been made. You want candidates, even those not chosen for a job, to have a great experience with your organization. That way, they can still be advocates for what a great company you are.”
Brian Pace, Human Resource Consultant at IU Health
“Use a candidate’s resume as more of a guide than a be-all and end-all. A lot of my colleagues will look at a resume, and if it has a minor error, that candidate automatically goes to the side. We are in the middle of the war on talent, and we need to make every effort to talk to candidates directly to dissect where they’ve been and where they want to go in their career.”
Michelle Rodriguez, Human Resources Manager for the Indianapolis Colts
“We are fortunate to have very low turnover in our office, but creating and maintaining relationships and developing a deep talent pool to draw from when the need arises is essential for any organization. As recruiters or HR staff members, we are representing the face of our organization and, as such, should provide the best possible experience for all candidates even if they never reach the point of a first interview.”
Max Nierste, Recruiter at Formstack
“Involve your employees in the hiring process. We view hiring as a two-way street and want to provide an opportunity for the candidate to talk to multiple people at the company while also providing our employees an opportunity to be a part of the hiring process. We have final interviews that are two to three hours long and split into three parts.
Part one is a peer interview, where candidates meet three to five people in their department and/or people they would work with on a day-to-day basis. It gives them a chance to get to know the team better and allows the employees to discuss the role, the desired qualifications, and the candidates’ skills.
Part two is a culture interview, where candidates meet three people outside their department. It allows candidates to take a break from the peer interview and to get to know what Formstack is really all about. It also allows employees to be a part of the process and ask candidates questions related to our culture items at Formstack.
Part three is a wrap-up interview, where candidates meet with the hiring manager, a leadership team member, and the HR director. They discuss any potential flags or follow-up questions from the other two interviews and also allow the candidates to ask any questions they have.”
These are just a handful of hiring tips to help you conquer your HR challenges. If you’re struggling in this area, taking the time to identify your own personal hiring roadblocks and implementing some of the above HR tips could have a lasting impact on your business.
We want to give a huge “Thank You” to all who took the time to share their insights with us. What are your thoughts? Do you agree or disagree? We’d love to hear your top hiring tips as well. Reach us on Twitter at @Formstack.