The 7 Best Hiring Practices for Successful Businesses

by Jon Watson 0 Comments
The 7 Best Hiring Practices for Successful Businesses
Photo Credit: basketman

Tips and Tricks for Best Hiring Practices

hiring practices

Photo Credit: basketman

There is no doubt that the job market pool of qualified applicants is abundant these days. With a plethora of candidates to choose from, the process of choosing the right candidate can seem overwhelming. So what can you do to make that search more fruitful? Here are 7 of the best hiring practices for successful businesses.

1. Seek Out Candidates Who Are Not Seeking You

The most talented workers tend to work in jobs they like, with people they like, and on projects that they like. If these candidates are already working in a job they enjoy, chances are they are not seeking out employment elsewhere. This means that an open job posting is likely to attract  “active job seekers” which might consist of candidates who are less content with their work and therefore mediocre performers. In order to find the “passive job seekers”, you are going to have to work hard to persuade them to come work for you. This becomes less daunting if you create a recruiting culture within your company. This means people in all parts of the organization, not just human resources, are on the lookout for new talent to bring to your company.

2. Look for Potential Employees Even if You Do Not Have Any Openings

Even if you do not currently have open positions in your company, do not miss the opportunity to meet with anyone who comes recommended by someone you respect and trust. It does not have to be a formal interview, but talking with people who are recommended is important because it builds a relationship with them before it comes time to hire. This can benefit you in a few ways. First, you won’t be starting from scratch in the process. If you have a prospect in mind already, you can move the interview process along more quickly when a position becomes open. Secondly, the candidate feels valued right from the beginning.

3. Include Other Employees in the Decision Process 

Don’t leave the entire hiring process up to just one person. You will have far more success hiring the right candidate if you involve multiple people in the decision process. Bring in other members of the team to screen potential candidates, conduct interviews, and take part in post-interview discussions and decisions. Try to get more than one employee involved at each stage of the process. This helps you get different perspectives on potential hires rather than relying solely on your own. Make sure to emphasize to your interview team prior to the interviewing process that new hires should share the company values.

4. Be Up Front About the Challenges of the Job

It makes sense that you would want to make the job seem as glamorous as possible, but don’t be shy  about the challenges of it and areas that need improvement in your company. If you fail to be upfront about these things in the interviewing process, candidates are more likely to experience dissatisfaction and disappointment once they are hired. If they feel you withheld information from them at the start, it might make them eager to seek out employment elsewhere. Being honest about the challenges also allows you to see how the candidate responds and get a sense for how they may be part of the solution.

5. Pay Attention to Email Exchanges

Paying attention to the manner in which candidates express themselves through email exchanges, as well as noting their timeliness in follow-up emails, can give you a good indication of their level of interest in the job. It can also provide you with a sense of their communication style.

6. Be Honest with “Leap of Faith” Candidates

You may interview someone who doesn’t have all the skills you are looking for, the preferred years of experience, or maybe just isn’t the ideal fit for the company, but yet they spark an interest in you. They are not your perfect candidate for the job, but you decide to take a “leap of faith” and hire them anyway. This can be a perfectly rational course of action and might even pay off big time for you. You should be as up front as possible about areas in which you would like to see them improve or develop. This will allow you to set clear expectations from the beginning and give the candidate the opportunity to step up to the challenge.

7. Check References

DON’T FORGET TO CHECK REFERENCES! Get in touch with a potential candidate’s previous bosses and co-workers. Sure, most people are only going to list reference who will speak highly of them, but it’s still important to make contact with those people. Listen for nonverbal cues, such as their tone of voice, which can be more telling than what they’re actually saying. Don’t be afraid to ask the tough questions. If you feel a reference is being vague in their response, try to pull more out of them by asking open-ended follow-up questions.


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