The Best Hiring Process

When you need to hire your next employee, you should follow a process. Here is the best hiring process we use with our clients.

Create an Ideal Candidate Description

In this step you describe what you ideally want in a long-term hire?
What are the qualities that are important to you? What are your business’ core values?
What qualifications do they need to have?

Develop Job Description

Make sure you have a clear job description for the position you are hiring for. What will that person’s responsibilities be?
What specific duties will that position have
What are the KPIs for this position? How will your employee know they are succeeding?

Write Your Job Ad

The job ad is not the same as the job description.
The job ad should be compelling – describe your company, the vision and how this role will have a critical part in achieving the vision.
The job ad should also give an overview of key responsibilities, non-negotiable skills/qualifications/experience and pay

Receive and Review Resumes

The resumes should be screened only for whether the candidate is meeting minimum qualifications and if they followed the instructions.
Ideally the screening is being done by an assistant or an outside person, so that it allows you to have a very objective view when you enter the interviews.
If candidates meet minimum requirements then the first interview should be scheduled.

First Interview – Can I work with this person?

This interview is only 15 minutes and can be done in person or by phone/video call.
The main purpose of this call is to assess personality and see if you could see yourself working with this person based on that. How do they present themselves? What is their level of enthusiasm? How prepared are they for the interview?

Give the candidate a quick overview of the 3-step interview process.
This meeting will require only a few questions. The main thing is to hear the candidate speak.

Possible questions to ask:

• Tell me a little about yourself.
• What attracts you to this position?
• How do you think your past experience helps you with this position?
• Have you checked out our website?
• What is your schedule? Include any vacations, possible start date and availability. (If interviewing an out-of-town candidate, also ask about potential relocation plans.)
• Tell me about the manager who inspired you.
• Tell me about the manager whom you never want to see again.
• Tell me about a time when you helped a team member (someone of your equal rank.)
• Tell me about a time that you had a conflict with a team member and how you resolved it (equal rank).

The people who “nail” the first interview share some basic traits:

• He appears accommodating: “I can start whenever you’re ready.”
• She’s already had a conversation with their employer: “My current boss knows I’m looking.” She’s leaving on good terms with their bosses and coworkers.
• He knows exactly what he’s looking for in his next position.
• She answers the preliminary and screening questions fully and completely.
• He comes prepared with questions, having done his research and envisioned himself in the role.

Second Interview – Can this person do the job

The first interview has provided global insights into your candidates’ work ethic, management requirements and cultural fit; the second interview will give perspective on what the new employees can offer your company, should they be hired.
This interview is often an hour in length and should be expansive to determine true ability to perform the duties of the role.

Now is your chance to ask your candidates the honed list of questions regarding the technical aspects of the job.

Example Questions for the Second Interview:

• Tell me about a time when you managed your time.
• Tell me about a time when you were overwhelmed.
• Tell me about a time when you set up a system.

Third Interview – Is this person passionate about the job?

The last interview in the Response Analysis System is designed to measure the candidate’s passion for the position— an indicator that he or she will be around for the long haul. If passion is missing, this person is not the right employee for you or your business.

Sometimes a great candidate will say in the third interview, “You know, I don’t like the answer I gave you to one of the questions in the last interview. I’ve been thinking about it, and here’s what I’d like to say instead.” Someone who is thinking about the job on off-time, reflecting on his or her previous presentation, and correcting any perceived misfires demonstrates motivation, humility, and initiative. This is what makes an A-list candidate and a top-notch hire.

The top reason for hiring people who are really excited about a job is that they are easier to train, less difficult, and more creative in their problem-solving. They’re eager to learn new techniques, and challenges do not daunt them. They are yes-I-can and yes-I-will people, tapping into a seemingly unlimited store of energy. Respectful of their bosses and coworkers, they resolve conflicts promptly and professionally.

They think about the company’s goals in their off-time, and they can even be the employees who come up with crazy ideas that work. They often get the people around them excited and inspired. For the last interview, you’re searching for these characteristics. Will the job bring out the best in the candidates? Is it the job that really trips their trigger? Will your job make them happy?

Possible questions:

• “If you could have any job in the world, what would it be?”
• If you had no economic or practical considerations and you could have any job you wanted, what would it be?
• What was the best job that you have ever had, and why?
• What qualities do you believe limit you from reaching your potential?
• Name one event that frustrated your career growth?
• What kind of people do you find most difficult to work with?
• What kind of people do you work best with?
• What changes have you made in your approach to others in order to become more accepted in your work environment?
• Describe your understanding of this job.