2017 may well bring uncertainty in the field of labor and employment law as we transition from an Obama administration to President Trump. Do something guaranteed to make a difference in your organization – finding and hiring the best. The best candidates will bring the skills, knowledge and abilities to better your workplace, and they will be far less likely make you regret your choices.
Here are seven ways to achieve these objectives.
1. Identify the sources and traits of your best employees
There is no “one size fits all” formula for finding the candidates that will be the best match for your organization. Before you repeat what you have done in the past, step back, be self-critical and analyze what sources have produced your best candidates. Analyze your best employees and assess their skills, knowledge and abilities.
2. Tailor your selection process
Once you identify the traits of your high-performers, develop screening techniques targeted to get more candidates that can become high-performers in your organization. This process may involve consulting outside specialists in Human Resources. It may require updating your application for employment to discover information that is relevant to finding the person that best fits your needs.
3. Conduct in-person interviews
It may seem old fashioned in this this era of Skype, GoTo Meeting and the Internet, but nothing replaces in-person interviews. Those new tools are helpful in narrowing down the field but they should not replace the personal connection that comes with an in-person interview.
4. Use behavioral-based interview techniques
Plan for the interview. Study the candidate’s application for employment and resume, and think about the job-related questions you need to ask. Develop real-world questions that probe into how the candidate has handled or will handle difficult scenarios.
5. Check references thoroughly
Many studies reveal that candidates are not always truthful in presenting their past experiences or credentials. It is essential to check work and educational references thoroughly. Take this part of the process seriously and dig for any indication that the candidate was not candid. With effort, you will be amazed at what you can actually learn about candidates.
6. Conduct appropriate background checks
The EEOC and some states have essentially declared war on criminal and credit background checks. You must comply with federal laws, such as Title VII and the Fair Credit Reporting Act, and applicable state and local laws. Make sure the particular background check you want to conduct is relevant to success in the job for which you are hiring. Once you obtain the information, maintain it in a safe, secure and confidential place.
7. Think outside the box
Your competitors and other employers are also out there trying to fing the best candidates. That means you have to be creative and work hard to source and land those candidates. Think outside the box and try something different. Be innovative and strategic. In the end, you will be rewarded if you can out-think or outwork the competition and get the best candidates.
If you need help finding the right employees, DrContract Consulting can help!