Supervisors: Hiring Process Getting Results? Making Better Hiring Decisions

Does the following hiring process sound familiar: You have spent time interviewing several job applicants based upon their resumes. You've extended a job offer to the strongest of the group. Now that your chosen new recruit is onboard, she or he doesn't have the depth of experience that you believed that they had.

Or, you might have discovered after a while that the new staff member that you had been so pumped up about during the job interview in reality is not a good match for your office culture.

When you've got a job opening, it is only natural that you'd prefer to fill your job vacancy quickly, and with the best candidate available.

Filling your job as soon as possible often means looking at a handful of resumes, arranging a small number of interviews, asking a couple of questions about the candidates' expertise and then making a hiring selection based on the candidates' persona during the job interview. Sometimes, a "gut feeling" in regards to a job candidate is all that it takes to feel at ease with our hiring decision. However to get the best end result out of your hiring process, which is choosing workers who are equipped to perform the tasks that you'll require them to do, it's important to invest a little time creating a hiring strategy:

*Create a job blueprint, (job summary):

Take a few minutes to generate a list of tasks that the new employee is going to be accountable for based on your small business requirements and goals. Then, list the type of experience that the candidate will absolutely need to have to be able to achieve the goals that you have established for the job.

Now, create a list of the "nice to have" abilities or desired skills and experience that your job candidate should have in order to be successful in the job. Include the number of years of experience and schooling needed for the role and you've just developed a job description.

Once your job description is in place, you'll be able to construct thoughtful interview questions.

*Ask The Best Job interview Questions

To really understand the level of experience and knowledge that your job applicant possesses, it is important to ask behavioral employment interview questions. These are interview questions which require your job applicant to respond by sharing job specific examples that demonstrate that they have the knowledgebase needed to be effective in the role that you are hiring for. Steer clear from asking questions which make it easy for your candidate to reply with a "yes" or "no" except in cases where a yes or no answer is suitable.

*Never Skip The Reference Checking Process:

Make sure you get in touch with the previous managers of your job prospects; especially current or former supervisors before you decide to make a job offer. Ask reference questions that will give you a sharper picture of your candidates' job performance, ability to work well with others, attention to detail and reliability among other things.

With a transparent hiring process, you 'll be able to make smarter employment decisions and spend less time re-filling jobs or handling employee issues because of a poor hiring decision.

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