Job Description is where it begins
From the beginning of the hiring process ensure that you have a clear job description and have made it an interesting & exciting read thats right for your audience.
• Start with the job description as required by the line manager and core team.
• Prior to advertising the role consult with peers within the company who would be supported by this new role and establish what’s needed.
• Ensure that colleagues understand what this new role is about and align expectations.
• Ensure that the job description is accessible and understood by candidates prior to interview to support retention in the process.
• Include key factors in the job description: Job Title, Job Purpose, Duties & Responsibilities, Preferred Qualifications & Skills, Working Enviroment, Salary and Benefits
Make time for the process
A hiring squad should have time to:
• Read and summarise a candidates information prior to interview
• Have awareness of the role advertised and its requirements
• Be prepared to answer questions relating to: Career growth / Cultural fit / Life & work balance / Current team dynamic
Interviewing is next but it’s a skill
Each squad member needs to be:
• Somebody that is on your side
• Someone that understands the team growth targets
• Someone that is good at presenting your vision
• Someone that is keen to see the team grow
Attitude is Key
• Hirers – Need to understand that their attitude and approach sets up the level of engagement whilst in interview and establishes the first impression of the company to your candidate.
This is where the hire squad dynamic is key – An example of an ideal line-up would have a Line-Manager, a senior peer, and a HR Employee Champion.
• Candidates – Should be demonstrating that they not only have the experience on profile, but that they have the right attitude to suit the dynamic of their future team.
Research has highlighted that over 80% of failed new hires are due to attitude vs just over 10% quitting due to lack of skill.
We can only establish attitude types through an interview process so it’s important to ask the right questions to gather this information. – You will learn the most by observing responses from open-ended questioning, where the candidate is in control of feedback.
And we end with a debrief
Give your squad time to process, feedback and discuss their findings for a complete process. - You will then set your business up to be successful in finding what your team needs.
Remember... It takes a team to make a new staff member feel welcome, informed, and engaged.