A Look Into The Hiring Process
So, you’re a hiring manager. What fun!! The question is, where do you start when you need to hire for an open position? Anyone can interview and hire people. Those blessed with a good HR department have it better than most. However, making sure you have the right people in the right positions, doing the right things is something that takes a lot more than luck. Consider the variables that go into hiring decisions:
• What are my strategic and tactical goals and objectives?
• What is the culture of my organization and what culture do I want to create in my team?
• What am I willing to live with, and what am I not willing to live with in my people?
• What are my team dynamics, and what do I want them to be?
• What are the gaps in my team, and how do I hire to fill those gaps?
• How do the different personalities of my team members impact our success and each other?
• How do I source candidates that will fit the positional, team, organizational and cultural needs?
• How do I know if candidates are “the right fit”?
• Is my hiring process objective and meet my hiring guidelines and regulations?
• How do I know if I am getting the full story on candidates?
The questions go on and on.
Having spent the last 25+ years as a hiring manager and a consultant to organizations of all sizes, these are common concerns I have found expressed. While there are no “perfect” candidates, there are many candidates that will be the right fit for your needs. Finding them in the vast ocean of candidates is a challenge.
As mentioned earlier, having a good HR department can be a real boost in this effort, but they will not have the perspective that you will, the experience that you do, or the accountability that you have in achieving your goals. The hiring process must be driven by you, the hiring manager. You are the only one that has the entire picture in mind.
Hiring can be one of the most daunting tasks. There are so many pitfalls, and the impact to your team and your organization can be huge, either in a positive or a negative way. There is time involved in filling an open position that sometimes feels like a full-time job in itself! Then there is the fact that very few organizations truly train their hiring managers in good hiring practices.
Let me state emphatically that the most important assets of any organization are their people, and the hiring decision is the most critical people decision you can make.
Think about it. How much time and energy are spent on bad hires? Most of us have experienced that at least once. The average cost of a bad hire is 2-7 times annual compensation. In a producing position, it can be significantly higher due to opportunity cost (lost donations due to non-performance).
Hiring is not a focus on where candidates are acquired. Potential employees can be sourced by you and your organization, a retained search firm (a service of Goodner Strategic Consulting), referrals, or a variety of other means. Hiring is a focus on defining your strategic goals and objectives, understanding your culture and how that relates to building a successful team, and creating an objective hiring process that will consistently identify quality candidates.
Having been a hiring manager for over 25 years, I have learned many tips and tactics to ensure that the hiring process is as effective and painless as possible. One of the key lessons I have learned is “don’t settle”! Don’t settle for the best candidate. Wait for the right one. As a wise psychologist once told me, “Well, there’s good news and bad news. I can point to the pick of the litter, but the bad news is that it’s not a very good litter.” In the rush to fill a position, many hiring managers settle for the best they can find. Most of the time, this does not work out for the long-term.
To build a sustainable “Best in Class” producing team, there must be an integrated approach to hiring and onboarding that includes a clear understanding of the important aspects involved.
Read A Strategic Perspective to continue this blog series.