It Takes Too Long To Hire Someone

Q. Our hiring process takes too long. By the time we start the search and hire someone it might be 3 or 4 months. Any suggestions on how to reduce the time it takes to hire someone?

Depending on the level of the person this may not be all that long.  I find the biggest problem with the process taking too long is that hiring managers often move into “desperation hiring” mode. They not only want a person, but after 3 months they need a person. So they compromise just to put someone in the job. This is not only bad for the company, but can lead to hiring the wrong candidate and missing the right candidate.

When I work with companies struggling with this issue I find that the best way to shorten the hiring process and avoid desperation hiring is to have a queue of candidates. Most managers don't start the hiring process until they need someone. Yet, the vast majority of time most managers know way in advance that they will need to hire someone. Granted, one can be blindsided with a person leaving unexpectedly, but that is usually the exception not the rule. So I recommend starting the process as soon as you know you will need to hire someone, whether 1 month or 6 months in advance. Start by letting your employees know, post it in the LinkedIn groups, attend networking groups and trade associations, go to functional association meetings and make an announcement, and start getting the word out. The point is, don't wait until you need someone to start the process. Candidates don't look for a job on your schedule, when you need someone. They look on their schedule. Start the hiring process as soon as you know you will need someone.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You’re NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE  Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your thought and comments.

Brad Remillard

An Easy Hiring Mistake To Fix

Q. Are there common mistakes companies make when hiring that could be easily avoided?

 The most common mistakes are a manifestation of the most common problems with hiring. The biggest problem with hiring is that few companies invest in training their managers on how to hire. Since many managers are not trained, mistakes abound. If more companies would train their employees on how to properly hire, most of the common mistakes would go away.

A few years back we actually conducted a research project to identify the 10 biggest hiring mistakes companies make when hiring. You can download the project from our website under the Hiring Manager menu item (www.impacthiringsolutions.com). Surprisingly, when a company deals with the first mistake many of the others are positively impacted. Focusing on training your people and fixing the first mistake will have a dramatic impact on your hiring.

The number one mistake companies make is that they don't properly define the job. In fact, the traditional job descriptions used by many companies are worthless for hiring and cause more harm than good.

If you dissect most company's job descriptions they really define a person and not the job. For example, most job descriptions list traits of a person. We want a minimum of  X years of experience, minimum education, a list of the minimum skills the person must have, then the ever expanding list of meaningless traits, team player, strong thinker, thought leader, change agent, assertive, and of course good communication skills. Granted, the minimum duties and tasks the person is expected to perform will also be listed. Does this sound familiar? If you answered, “Yes” then look closely. Not only does this define a person, but what level of person do most job descriptions define? The minimum qualified person. When you advertise for the least qualified that is what you get.

Instead of defining the least qualified person, start defining success in the job and then go and find a person that can deliver that success. For example, for a customer service manager, the real job and success in the role might be to improve customer satisfaction scores from X to Y or to ensure X% of customer issues are solved on the first call. This is the real job and what defines success in the role. Now go out and find a person that can explain to you in the interview how they would go about doing this. When you find one that can do these things, they have the right experience, the right skills, the right education and the right number of years of experience or they wouldn't be able to accomplish these things.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You're NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE  Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your comments and feedback.

Brad Remillard

Solving The NUMBER One Hiring Problem Can Be Done

The number one hiring problem is untrained people. Most people have never had any formal training on hiring. This is especially true in mid to small companies. Even many large organizations don't train managers on this topic. Some companies may provide interviewing training, but that is only one step in an effective hiring methodology. There is a lot more to hiring than just interviewing. For example sourcing top talent, you can have great interviewers, but if people aren't trained how to bring top talent to your table, then all interviewing will do is validate they aren't qualified. Your hiring process is still ineffective. That is just one example.

Many companies treat hiring different than any other process in the company. If most processes in a company were as poor as the hiring process, training would take center stage. Yet for some reason poor hiring is often accepted as the norm, when it doesn't have to be with proper training.

Most people learn to hire from the person that interviewed them. And the people that hired them learned how to hire from the people that hired them and so it goes back to Moses. We refer to this as the “tribal hiring process.” This is not a training program. Recently I asked about a hundred CEO's and key executives how many have actually sat in on interviews for the sole purpose of assessing/auditing the ability of their managers or peers to conduct a thorough in-depth probing interview? Less than 10% had actually done this. So most CEO's and key executives don't even know if the people they are relying on to hire are competent. Only in hiring would a manager not know if someone is competent or not.

To dramatically improve your hiring process involves two steps; first there are 5 key steps to every hiring process. So develop an effective hiring process that will work for your company. It must be able to put candidates in the job BEFORE you hire them. Second train your people to effectively implement the process. This should include an annual refresher or some sort of continuing education on the hiring process. Think what the ROI will be to your company if you only hired the best and hired them the first time. A small investment in training your people can accomplish this.

Making a bad hire can be costly, but rarely dramatically changes a company. Making a great hire can not only transform your company, but help ensure you reach the goals you desire for your company.

Join the other 10,000 CEO's, key executives, and HR professionals who have downloaded a FREE copy of our best selling book, “You're NOT The Person I Hired.” Just CLICK HERE for your FREE ebook.

Download our free hiring process assessment tool. It will help you identify the strengths and weaknesses of your hiring process. Then fix the weaknesses so you can start hiring top talent. http://www.impacthiringsolutions.com/index.php/hiring-assessment-scorecard

I welcome your thoughts and comments

Brad Remillard

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Changing How You Check References

Q. Is checking a candidate’s references worth the effort since most companies won’t give references anyway?

I conduct reference checks on every candidate I represent for one of our searches. I believe this is part of the due diligence process prior to hiring someone. Top talent have references and can always provide someone either currently in the company or that has left the company. I discovered long ago that CEOs violate their own policy on references for top performers. They will never do it for anyone else.

It is important to inform the candidate at the beginning of the hiring process that references will be required. Too often companies wait until the end of the process before asking for references. Letting the candidate know that this is not a request, but a requirement up front is critical to getting proper references.

The common belief that candidates will only give you references they know will say positive things, isn’t always true. Often it is not what the reference says, but how they say it that counts.

In our search practice it is our policy that if a candidate can only provide references that will only provide name, rank and serial number that is code for walk away. Top talent have references.

Join the other 10,000 CEO's, key executives, and HR professionals who have downloaded a FREE copy of our best selling book, “You're NOT The Person I Hired.” Just CLICK HERE for your FREE ebook.

Want to assess your hiring process? Download our FREE 8-Point Hiring Methodology Assessment Scorecard. How does your company rank on these critical points? CLICK HERE to download.

I welcome your thoughts and feedback. If you liked this article and found it helpful, please forward it to others.

Brad Remillard

What Can You Do When Hiring Isn’t Working?

Question: We have a pretty extensive interviewing process in our company. We spend a lot of time making sure the person has the right skills and experience, yet our last few hires didn’t work out. We aren’t sure what else we can do to hire people, any suggestions?

Companies often think that because they have an extensive interviewing process everything should work out. Extensive usually means that they conduct multiple interviews, review the person’s skills and experience, ask a lot of questions and the candidate meets a lot of people in the company. Unfortunately, none of these have much to do with making a good hire.

First off, skills and experience are completely irrelevant in hiring. They are important, just not relevant. You proved this by the fact that you spent a lot of time assessing the candidate’s skills and experience, yet they still failed. Why? As a hiring manager, what you care about is the candidate’s ability to apply those skills and experiences in order to achieve certain results. If they can’t then they may be a good candidate, but they aren’t the right candidate. The focus of an interview should not be on “Have you ever done X?” but rather, “How would you do X?” The first question focuses on their past. The second question requires them to explain how they will apply their skills and experiences. It is always better to ask, “How would you?” than “Have you?”

Secondly, interviewing requires competent interviewers. I would like to know if you have ever sat in and assessed others during their interviews to determine if they are even competent interviewers? So often we just assume that everyone is a great interviewer, when in fact they are not. Your interviewing process is only as good as your worst interviewer.

Join the other 10,000 CEO's, key executives, and HR professionals who have downloaded a FREE copy of our best selling book, “You're NOT The Person I Hired.” Just CLICK HERE for your FREE ebook.

Want to assess your hiring process? Download our FREE 8-Point Hiring Methodology Assessment Scorecard. How does your company rank on these critical points? CLICK HERE to download.

I welcome your thoughts and feedback. If you liked this article and found it helpful, please forward it to others.

Brad Remillard