Four Indicators That Your Hiring Model is Broken
Posted Wednesday, July 6th, 2016
No Tags

The most complicated aspect of every business is the human being. Every business needs talented people to participate and contribute toward the success of the business.

We all live in a changing business environment and continue to make adjustments to maintain a competitive edge and to deliver value to our customers.

Recruiting and hiring talented professionals is one of those unique areas that remains different in a business’s growth. Purchasing products or services for your business can be fairly evaluated and negotiated. However, the complex factors of human beings makes the hiring of talent very different than most any other investment in business growth and business improvement.

Technology offers employers access to a limitless number of resumes through search words and other short cuts. Technology offers candidates the access to rehearse and prepare for the predicted interview questions.

All of these efforts move us further away from direct interaction between humans. As a result, employers continue to struggle to repeatedly hire with a successful outcome and candidates continue to be frustrated as they participate in a hiring event.

Is it time pull out from the closet your current hiring model, blow off the dust and determine if your hiring model is broken?

Indicator #1: A reference to “Purple Squirrel” by anyone involved in your company’s hiring. This term was outdated the first time it was used. A business needing to acquire talent first needs to determine the business problem they need the newly hired talent to solve. It should include realistic requirements matched by a realistic compensation plan.Suggestion: Think about hiring from a problem solving perspective, not in terms of something that does not exist.

Indicator #2: Starting off a hiring effort with the specific name of a person targeted to be hired. Too many times, businesses start their hiring efforts with naming a specific person they would like to hire. Best Practices hiring needs to start with defining and declaring the business problem that needs to be solved. With deeper reflection on defining the problem, it is possible that the solution is not about hiring someone but instead requires something else. Suggestion: Recruiting and hiring is a process that must start with defining what is to be accomplished.

Indicator #3: The use of the word “Database”. A database is like a cinder block with only inside the box thinking. Today’s business world is in constant change. Best Practice hiring is about solving a business problem and exploring an unlimited number of avenues and options to determine the right talent and the right fit. By using a database of candidates, your hiring efforts have closed the door to many possible options.Suggestion: If the key is to solving a business problem, then shouldn’t the focus be on targeting problem solving professionals?

Indicator #4: “Keeping a candidate WARM”. If your business really wants to acquire the best talent, then your focus must be to treat the talent well. Keeping a candidate warm is insulting and disrespectful to the very professional who has been considered for a critical role. The candidate has taken an interest in your business. Suggestion: Communicate to the candidate that they are either in consideration or not in consideration. They should clearly know .

In summary, what got your business to this level may not be what you need to get it to the next level. Changes are constant. As a business leader or hiring manger, have you gone through your current hiring process as a candidate? Have you seen it from the candidate’s view? Have you asked candidates to describe their experience interviewing within your company? Do you feel the current process is delivering the right talent, consistently?

Is your model for hiring in need of changing with the times?

What are you doing to remain nimble and agile in growing your business?