Ask any hiring manager what their goal is to fill an open position and they will tell you to find the right fit. This response seems sensible enough, but this answer likely opens a floodgate of other critical questions. How do you know which candidate is truly the right fit? How long can you wait for the perfect candidate to come walking through your door? What skills are required to be successful on the job starting day one? Does the job posting include exciting information about your company?
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[contact-form-7]Successful hires are the product of much more than simply great luck in the search process. It’s the result of a well-constructed approach. So what are some of the strategies you should keep in mind?
1.) Analyze the position. Every hiring manager should take the time to analyze precisely what the role involves. Review the key functions of the daily routine all the way through to the accomplishment of mid and long range goals.
2.) Critique for change. A new opening presents the optimum opportunity to implement change to a position. Change is often a difficult task for those already accustomed to current procedure. Take the time to assess what functions and responsibilities truly belong to the role and what may need to be re-assigned or redesigned for better performance.
3.) Identify necessary skills. It is essential to understand the difference between capacity and skills. If you find yourself settling for capacity in a candidate instead of placing equal importance on skills, you could be limiting your pool of candidates, thus reducing the growth potential for your candidate and your organization. Keep in mind that functions can be learned while skills represent pre-existing abilities to perform the necessary day to day tasks.
4.) Market your company. Just as you are trying to identify the right candidate for your position, the candidate is also trying to identify the right company and position for them. Don’t be afraid to list an overview of company benefit programs or perks to attract a diverse pool of job seekers.
If your posting is based upon obsolete role responsibilities, contains outdated expectations, lacks defined skills or only minimally reflects the full scope of the role, you will be attracting the wrong candidates and risk making a poor hiring decision. So what does it take to find the right candidate? Begin by taking the time to do your research. The more you know about what is required for successful job performance, the greater the likelihood is of making the right hire.
Contact one of our experts at HR Affiliates to learn more information about assessing and updating your current job descriptions or defining the right skill sets for positions in your organization.
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