There is no paucity of advice on how to hire people that will help you make the proper match between the individual and your needs as an employer. I have written about this topic as well here and here. As I was falling asleep the other night, during that twilight of the brain time when thoughts were still running through my head, I thought the way to hire correctly is to hire SLOW.
SLOW in this case is not talking about ticks on the clock, rather it is an acronym I created and stands for S = STRATEGICALLY, L = LEGALLY, O = ORGANICALLY, and W = WISELY. Let me explain.
I know of many companies who hire because work seems to be overwhelming them and they need a warm-body. Rather than doing this they need to ask themselves if they really need a new employee. Perhaps they can restructure the way work is being done. Perhaps they can change technology to streamline that job. They need to ask “Is this work we want to be doing?” “Is this work that will get us to the future position we see?”
Although I am a fan of behavioral interviewing, it does have its limitations when thinking strategically. In this case we need to determine not only what experience someone is bringing to our organization, we need to determine what expertise they are bringing. Is this person someone that has the capability of expanding and growing as the organization grows.
Yes, hiring legally is important. Making mistakes in your hiring process and getting accused of discrimination can derail your company’s progress. Wasted time and money spent on a lawsuit can be avoided by understanding the regulations that surround the hiring process, from EEO to the Fair Credit Reporting Act to proper paperwork. There are people and companies that specialize in knowing this stuff and every company should have such an expert on staff or available. Managers need to be trained in legal interviewing and understanding why you cannot ask about someone’s daycare arrangements or what church they attend.
By using the term organically I mean is there a fit to your culture. Do you know what your culture is? Do you know what work approaches are necessary for completion of tasks and successful achievement of goals? One good way of doing this is to have an understanding of what your star performers do. Assessments will help in this process. Having a standard or a profile to hire to will improve your ability to matching people to your organization. (See: The Importance of Vision in Effective Hiring)
Hiring wisely encompasses several things. Planning is important, process is important and procedures are important, BUT don’t let these things get in the way of accomplishing the hire. Be cognizant of the speed necessary to snag the candidate you want to have. If you need to move quickly then move quickly. If you have done your planning and have the processes and procedures in place you should be able to move with alacrity.
Wisely also means you always need to have an eye open for talent. Constantly be watching for quality individuals that will add expertise to your organization. In the coming decade it will be talented employees that will make the difference in whether your company is successful, an also-ran, or out of business.
I will be presenting a webinar on Confidential Information and Human Resources on October 30, 2012 at 1 p.m. on the East Coast. This webinar on dealing with confidential information in the workplace will explain what should be confidential, when it should be confidential and what are the restrictions on confidential information that have been put in place by the government. Participants will learn how to set a clear policy on confidential information. Follow this link to register. Group discounts are offered.
Presented in conjunction with ComplianceOnline.
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