Fundamentally, does your company use the same hiring process as your competition?
(i.e., job descriptions, telephone interview, face-to-face interview, background checks, etc.)
What if you could keep those things – yet – gain a competitive advantage.
At one point in my career, I owned a manufacturing company that employed 195 employees. I’d like to tell you that all our hires were great, but that simply was not the case. However, we used those poor decisions as an opportunity to learn and improve our hiring process.
My managers and I focused on:
- Hiring is the front door to your future success. New employees must fit the job, the manager and the company’s culture
- Managers know the “A” positions in their areas, and strived to put “A” players in them
- Successful managers are like winning coaches – they think and hire strategically
- Quality employee assessments validated what each employee brought to the company. We used them for selection, onboarding, career development, promotions, mentoring, team building, conflict resolution, etc.
- Managers are the key to improving retention and engagement rates. Employee engagement starts with hiring
- Employees were treated with respect, trust, transparency and we valued their input
- We promoted people who wanted to improve themselves and the company
Tools We Used:
We had a Mission Statement – Hiring and very specific, strategic hiring forms with signatures that make our managers take ownership and be accountable for their hiring decisions. The hiring process can not be stagnant. The forms and our pre-hire assessments were essential for our annual “hit and misses” meeting where we identified areas in our hiring process that needed improvement.
One question on the form we focused on: As the hiring manager, what will YOU do to help this new person succeed – quickly?
Is hiring your competitive advantage? How can we help you?
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We offer:
- Free 30-minute consultation to discuss your specific needs.
Call today
John Bishop
314-651-1479