Hiring is the Front Door to Your Future Success™
Checklist –
4 Steps to Make HIRING YOUR COMPETITIVE ADVANTAGE
- Needs Assessment for the Job and the People
- What is your hiring brand?
- What is the overriding hiring goal for the company? (See strategic interview form)
- PRIOR to starting the selection process, have the hiring manager evaluate their current team’s strengths and weaknesses.
- What core competencies are needed to achieve your goals and mission? (Sense of urgency, flexibility, job ownership, self-motivated, team, etc.)
- What characteristics would an “A” player have for the open position?
- Is your employee pre-hire assessment up-to-date or have you used it for over three years? Are you measuring for past needs or for the rapidly changing future? Time for review and update?
- How will the open position change in the next 2 – 4 years? Will this be a remote position? How will that affect your hiring decision today?
- Interviewing
- Review your “Preparation” section before interviewing any candidates.
- PRIOR to making an offer, have the hiring manager answer these four questions.
- How will the person increase the team’s talent?
- Will the person take ownership of their job responsibilities?
- Will this person work well with existing team members?
- If hired, how will you help this person learn, grow, and succeed?
- Embrace diversity and inclusion.
- Does your interview evaluation form include 3 – 5 reminders that your managers cannot ask the candidates?
- Do you have targeted interview questions? Do not accept an interviewee’s set answers. Dig for more details and examples. Talk less, listen more.
- Have multiple people interview the candidates.
- Do drug tests and background checks.
- Is this candidate potentially an “A” player? Review the results of the pre-hire assessment, interview impressions, your thoughts from your “Preparation” section, drug tests, background check results and job description.
- Does the candidate fit the job, the manager and the company’s culture?
- Onboarding
- Communicate positively with the new hire prior to their actual start date.
- Do the necessary paperwork before the candidate’s first day, if possible.
- Give the new employee a clear picture of the company, its Mission, and values.
- Have a well thought out product and process training program.
- Clearly identify the keys to success. Give the new employee 30-, 60- and 90-day expectation goals.
- Assign a mentor for the informal, “learn the ropes” training.
- Introduce the new person to the team and other managers and executives.
- Annual “Hit and Miss” meeting.
This is an executive review of the hiring successes and disappointments. This is not a finger-pointing session. The goal is to constantly improve the selection process. The meeting should focus on one question — Is hiring your competitive advantage? How can we help you?
Hiring is the Front Door to Your Future Success™