Hiring Consistently and Legally

On November 10th, 2011, posted in: Training by 0 Comment

Guest post by Ginny McMinn

Most employers are very concerned about hiring properly as well as obtaining the very best employee for a job. In order to do a good job of hiring, it is important to remember that using the job requirements and consistency in the hiring process will not only yield the best results, but will also provide protection for the employer from charges of inconsistent or discriminatory hiring practices.

Two very common hiring mistakes are hiring without knowing what the position requires or the type of person you would like to work with; and hiring conveniently rather than carefully.

First, it is important to know the skills, training and experience that you expect the employee to have. Add to this the characteristics and behaviors of both the successful employees in your organization and the employees who experience the most satisfaction in working with your team. Enumerate the skills, training, experience, characteristics and behaviors as the basis for hiring consideration.

Second, take the necessary steps to attract the appropriate candidates for your position. This means looking for employees with the list of skills, training, experience, characteristics and behaviors that you’ve listed. Hiring those who are convenient to hire, without first checking to make sure that the candidates have the necessary skills, will result in creating your own turnover. So take the list and the determinations you made in step one, attract the candidates with the skills, and then carefully interview each candidate consistently to ensure the very best possible hire for your organization.

In order to interview effectively, create a form with a header using Candidate Name, Interviewer Name, Position Title, and Date. Add one column for the skills, experience, behaviors and characteristics you’ve identified; a second column for an interview question related to that skill or characteristic; and a third column for the candidate response to the question.

Ask questions about job knowledge, ability level, experience, and training for each of the skills you expect. Insert these questions into the form. Add questions designed to find out about characteristics and behaviors. For example, if accuracy is important in the job for which are hiring, ask whether this individual has ever made a serious mistake on work, and what he or she did to report and/or correct that problem. For a job that requires someone to be on time and attend work regularly, ask for the name of the supervisor, and then ask what that supervisor will share with you when you call to ask about reliability and attendance.

Leave the third column blank; this space will be for you to record the candidates’ individual responses to the questions. Once this form is created you can use it as a Master form, copying for each candidate under consideration until the job responsibilities, skill requirements or characteristics change.

By following this method you will be able to easily prepare for every interview, consistently record your results, and measure each candidate against the established skills and characteristics you need. You will not only be interviewing in an organized and consistent manner; you also will be able to demonstrate that you are considering candidates on a consistent basis should you ever be required to do so. While this takes some time to prepare for the first time, you will find that it is time well invested as you use the interview guide over and over again.

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