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Better Hiring Decisions: Know Who You Really Need

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Talent Management

Mistakes Can Happen

Hiring campaigns take several weeks. Wherein, Honiva is witness to good and bad hiring practices. Mistakes are understandable, but you can reduce the consequences of poor hires before the new employee even starts their first day at work.

Company to company, hiring teams have a chance to develop relationships with a whole host of job candidates. There are always a handful who prove to be memorable and stand out in our minds. Oftentimes, we see employers compare candidates to each other, losing sight of who they really need when they make the final hiring decision.

As such, we want to help employers prevent frustration with their new employees. We want to provide a few pointers to minimize common missteps just as the hiring decision is about to be made.

Basic Requirements

Firstly, you should have candidate evaluations in place to determine whether the job seeker can perform basic job tasks. Typically, a few interviews should enable hiring teams to make an assessment. Sometimes, an employer may choose to use other tools such as a job preview, hiring tests, and background checks.

The crux of success at this point is focused on purposeful inquiry, which is a critical skill to build on your hiring team. The individuals that have influence and ability to make hiring decisions can truly shape the future of your company. It is a good idea to ensure at the very least they have stellar interviewing skills to probe for relevant information and pick up on when a job seeker may be fibbing their way through the hiring process. Further, they should always reference established business requirements for each role to point them in the right direction.

Creating Stellar Teams

From there, it is important to consider how the individual job candidate will jell with their team. Wherein, the goal is harmonious and productive working relationships. Otherwise, you may end up with a talented employee who happens to contribute to the creation of a dysfunctional team.

There are innumerable tools to help improve team building, such as the Core Values Index and Myers Briggs Type Indicator. The most important aspect of this step is understanding your current team, such as how they prefer to communicate, how they handle workplace conflicts, how they socialize with each other. This understanding will give you clues into what is intrinsically important to your employees and how they will relate to each other. An awareness of habits within your existing team will enable you to add new members who will be considered positive additions.

Ultimate Alignment

In the same breath, it is important that the new employee fits within the larger picture. It is a good idea to consider how they align to your company culture and values, as well as their belief in your vision and mission. These elements should always be a part of major decisions.

The closer the alignment between the job candidate and business requirements, the greater the likelihood that value is generated and business goals are met. Should your hiring team excel in fulfilling the responsibilities, the greater the chance each new employee will stay long enough to make a positive contribution to the collective whole.

Again, you can use tests to measure culture fit or shrewd questioning to get a clearer idea of who you are bringing into the organization. It is not hard or complicated, but it does take careful inquiry and time to complete each critical step as you select new employees.

Here to Help

If you need assistance to improve hiring outcomes, we can help. Please feel free to connect with our team at Honiva at +1-587-602-6975 or [email protected].

You may also want to read our past related articles:

Types of Interview Questions

Beware: Common Job Seeker Lies

Building a Fantastic Team

For further details on how Honiva can help you meet your employer responsibilities and build a strong company, please view our service offerings.

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