Best Hiring Practices CSIA

7/31/2019 Best Hiring Practices CSIA

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Hiring Best Practices


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Hiring Best PracticesObjective: Share Hiring Best Practices so you can evaluate your

own internal process and determine if process improvements are

needed.

Property of National Engineering Resources, Inc.


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Hiring Best Practices

Effective Hiring Process

Employment Branding Opportunities

Employee Retention

.


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Hiring Best PracticesEffective Hiring Process


Employee Retention



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Effective Hiring ProcessNo matter what business youre in or the size of yourcompany, your success or failure depends on the qualityof your staff.

The Hiring Process includes everything from writing thejob description to conducting interviews to choosing the

best candidates.



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Effective Hiring ProcessShould be:

Well defined Does everyone know their role, requirements of the job, understand

the process?

Sustainable Can the process be sustained long-term or is too complicated?

Measurable

What metrics are in place to measure effectiveness?



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Key Steps in the Hiring Process Determine the need to hire a new employee

Conduct a thorough job analysis

Write a job description based on the job analysis

Determine the salary for the position

Decide what resources to use to find candidates

Review applications and resumes and identify top

candidates Interview most qualified candidates

Check references

Hire the best candidate



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Conducting a Job AnalysisProcess to identify and determine in detail the particularjob duties and requirements and the relative importanceof these duties for a given job.

Duties and tasks

Environment

Tools and Equipment

Relationships Requirements (KSA)



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Writing Job DescriptionsWrite & Communicate effective Job Descriptions

Describes the major areas of the job or position

Individual tasks involved, methods used to complete the tasks,

purpose & responsibilities, relationship to other jobs andqualifications needed.

Keep it current and flexible Its not in my job description

Encourages employees to grow and learn



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Common Mistakes - Interview

Process No effective Hiring Process in place or followed

Interview Process too long or too slow

Missing or limited feedback throughout the process

Changing job descriptions

Not making their time available full attention

Dont sell the opportunity to the candidate

Approach the interview process like you would towin/retain customer



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Conducting a Successful Interview Prepare in advance for the interview Review the job description and candidates resume

Prepare a list of standard questions

Prepare a list of prioritized and measurable criteria form

Be prepared to justify the use of standardized employment test

Collect pertinent information during the interview Look for candidates behavior patterns likes, dislikes, etc.

Ask questions to gather information about past performance

Take notice of candidates communications and behavior



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Conducting a Successful Interview Conduct yourself Professionally

Set a businesslike environment

Dont appear bored or tired

Dress Professionally Structure the meeting and inform candidate of process

Provide information on the company and job

Be Courteous and Respectful Conduct the interview in a private place

Be on time

Make yourself available

Appreciate the candidates accomplishment & time

Dont patronize, belittle or argue with candidate



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Conducting a Successful Interview Facilitate Open Communications

Try to develop rapport with the candidate

Promote a relaxed environment

Dont talk too much - 80/20 rule

Listen to the candidates answers

Explain the selection process



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Employee Retention



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Employment Branding

OpportunitiesEmployment Branding applies the same branding

principles of attracting and retaining customers to

attracting and retaining top employees.



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Employment Branding

OpportunitiesBuild your Brand through the Hiring Process


Applicant-to-Job-Opening ratio 40/60:1

Ensure that their exposure to your brand is engaging and positive

Future referral, potential customer, investor


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Brand Building - Hiring ProcessThree common ways a candidate experiences yourbrand:

Not exposed at all Failure to communicate

Missed Opportunity

Brand suffers due to negative application process

Negative reflection of your company Brand is strengthened due to positive application

Positive reflection of your company



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Phases of Brand BuildingThere are multiple touch points during the HiringProcess.

The first and last impressions that you leave with thecandidate are crucial



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Phases of Brand Building


Onboarding

Interviewing

Application

Process

Company

Discovery

Opportunit

yDiscovery


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Company DiscoveryA candidate will want to understand more about the

company before applying.


Company Website

Highlight the Companys best attributes

Culture and its relationship with employees

Why is your organization is a great place to work?


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OnboardingAverage time to hire a person is 49.3 days

The time between final interview and start can be

lengthy


Keep them excited about your company (brand)

Source Staffing.org


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Employee Retention



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Employee RetentionOne of primary indicators of the health of your

organization.

Do you know what your employee turnover is for keypositions and the reasons why employees leave?



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Employee RetentionTop reasons why employees decide to leave:

Unclear expectations, feedback and follow through

Absence to speak his or her mind freely Under utilized talent and skills

Unfair and bias treatment

Business uncertainty

Lack of growth & development

Not feeling valued, appreciated or rewarded

Position/Company is not what they expected

Minuscule raises or none at all during last years



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Employee RetentionEven though Managers understand the benefits of

retaining key employees, they might often behave in ways

that frequently encourages great employees to quit their

jobs.



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Employee Retention Effective Communications

Expectations, performance & business

Training Seminars, online, mentoring, etc.

Succession Planning

Identify talented employees and develop them for

future high level positions Conduct Exit Interviews with departing employees

Gather valuable information to retain remaining staff



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Summary Cost of a bad hire is 1.5 to 3.5 times the job salary

Interview Time

Reference checking time

Manager training time Lost profit margins

Placement cost

Potential customer problems

Impact on rest of the staff

How effective is your Hiring Process and what does it sayabout your Company?

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Best Hiring Practices CSIA

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