Hiring managers admit that 20 percent of their employees shouldn’t have even been hired in the first place. Ouch! So basically there’s a one in five chance that your employer regrets you. Just kidding.
Recruiters and hiring managers put time and consideration into each person they employ. Guess what? The average interview process has increased from 12 days in 2009 to 23 days in 2013. However, things can be overlooked causing serious regret later. Have you ever thought “What was I thinking?” or “How could I have possibly hired this person?” Well, don’t kick yourself. This happens to everyone at some point in their career. It’s easy for candidates to come across as the perfect pick at first and then not follow through quite as well as you thought they would. How does this happen though?
Well, I’ll tell you a little secret… it’s 2014. Chances are candidates have access to the internet, and do you know what’s on the internet? Millions of articles telling them how to “wow” YOU, the hiring manager. They know how to create booty-kicking resumes. They know what kind of questions you’re going to ask. They’ve read every single article Alison Doyle has ever published, this article, and hundreds of other articles relating to their job search. Overall, candidates today are fully ready to come shake your hand, knock your socks off, and sign that employment contract. So, are you ready for them?
Look Past the Paper
Well, you examined the candidate’s resume, checked his or her references, and even had an outstanding interview experience. He or she has every expectation you could possibly dream of… on paper! Relying on what someone says to you is not as good as relying on what someone shows you. My favorite phrase is “actions speak louder than words.” Make this phrase the core of your hiring process. Quit relying on what candidates are telling you. Make them prove it!
There is more to this process if you want to know how a candidate is going to perform in the actual position. Did you know? Sixty-six percent of hiring managers regret their interview-based hiring decisions. That’s two out of three. With 20 percent of employees being considered hiring mistakes, and two out of three hiring managers skeptical of their hiring process, there’s a lot of opportunity to make a regretful decision. How can you make sure you don’t help these statistics grow?
Actions Speak Louder Than Words
Candidates are prepared for the questions, so hit them with something they aren’t prepared for. See how quickly they think. Find out how they solve problems. Evaluate their decision making process. This can get tricky when hiring for upper-level positions, but it’s still possible to create one specific challenge that is relatable and measurable.
Take the challenge to the next level by bringing in actual employees for a hypothetical team exercise. You’ll get insight into how a candidate operates:
- How good is the candidate at working with other team members?
- How do they respond to other’s suggestions?
- How do they delegate tasks?
- What techniques do they use to efficiently and effectively solve problems?
Evaluating the candidate’s approach through an actual team working session is going to give you a more realistic view of how well he or she fits into the company. Plus, it’s also a team building and learning experience for your current employees.
Ummm, do what?
If getting current employees involved with this process isn’t possible or too complicated you can opt for something a little more simple. I love this example from The Fast Track:
“If you need someone who can write quickly under pressure, you might give your top candidates a set of talking points and give them 30 minutes to draft a press release. Or if you need a finance analyst who can explain financial matters in simple terms, you might send candidates your financial statements ahead of time and ask them to explain them back to you in plain language during the interview.” – Alison Green
Put yourself in the candidates’ shoes
Instead of only reading articles targeted at you, look into what is being targeted to candidates. Then you will be able to create a more inventive and insightful interviewing process. Don’t be afraid to experiment with different methods. The main goal is to just try something new. Ultimately, create a hiring process that encourages candidates to show and not just tell.
How are you changing your hiring process to eliminate regrets?