In October’s News From the CEO post, Debbie writes about a smarter way to staff up.
According to Glassdoor, SHRM, and other organizations that track hiring costs, the average company in the U.S. spends about $4,000+ to hire a new employee in a routine position, and on average, that hire requires up to 52 days to complete the transaction. Looking at this statistic you can see why the vetting process is key to an efficient hiring protocol. You don’t want to waste your time, or the candidate’s time, in an interview when initial fit and technical questions could have been answered upfront to improve the probability that the candidate receiving an interview is a good fit for the organization, and is ready to perform in the right seat on the bus.
Here are a few tips EMI has found helpful in ensuring we are spending our time interviewing candidates with a high probability of success in our culture, and for the responsibilities they will be tasked with:
- Be crystal clear about the performance characteristics most important to be successful in the corporate culture you have established. We have found culture fit to be more important to the future success of the relationship than technical skills.
- Clarify the minimum and preferred technical and educational requirements needed for success in the position. The hire should be a win for the candidate and the company, as well as the customers who will receive the benefits of a quality product or service delivered by the new team member.
- Utilize behavioral-based interviewing questions to increase the opportunity for the candidate’s past performance successes to bring continued performance success for your workplace requirements. A behavioral-based interviewing approach provides a real-world view into how the candidate’s past performance can predict how they will perform in the future.
- Be comfortable with conducting video interviews, as well as putting your candidates at ease, should they not be as familiar with this technology. We’re often quick to assume everyone is comfortable with this technology, when it still can be intimidating to candidates. You don’t want to miss a great hire as a result of them feeling overwhelmed with the camera and/or technology features.
- Don’t overlook the importance of verifying references and conducting appropriate background checks. This is a great opportunity to ensure what you observed and/or heard was reflected in the past relationships with the candidate’s previous supervisors and/or clients.
EMI is excited about the growth we are experiencing as we move into FY22. We’re grateful for the new work that has come our way, and the exceptionally talented professionals we have onboarded. We are committed to the success of our new team members and have worked diligently to ensure alignment with our values, culture, and mission, in addition to their career expectations and dreams.
We wish you all the best of luck in matching your company expectations for successful performance with processes that deliver the right people for the right seats on your bus. If we can assist with human resource consulting or providing senior advisory expertise to improve your current employment cycle processes, please reach out to me. We’d love an opportunity to work with you.