The hiring process’ cost starts at the moment you design the job offer and ends when the person you hired is “productive”. Hiring the wrong person does not only hurt an organization financially, it hurts its culture and its employees’ morale. The consequences of a hiring mistake are too important to avoid a good preparation.
A hiring failure can be defined as hiring a person who does not have the skills (soft or hard) required to perform the job and who does not fit to the organization’s culture. Basically a person that does not have what it takes to satisfy the organization’s needs.
There are a minimum of three steps to follow in order to ensure success. The graphic bellow explains it.
- Determine your needs
The next step is to verify if someone in your organization could do the job. One positive aspect of internal hiring is that the person is already known in the organization and can ask for direct referral.
- Write the offer
The first paragraph should be the best one, avoid writing the organization history here. Job seeker will look for more information when preparing their application. If they don’t, you probably don’t want them to apply or work for you.
In the offer make sure to list the skills which are required and preferable. Clarify responsibilities and give some information about the culture but not too much. You want to attract people that fit to your needs by being clear.
- Select employee
So basically, hiring the right person can be summarized in three ideas: clear needs, clear offer, clear fit.Do you have best practices that could help organization get the right person on board?
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