10 Practical Strategies to Help You Hire Better, Cheaper and Faster
In today's economy, nearly every organization faces pressure to reduce waste and run at peak efficiency. For many, this means eliminating positions that don't add sufficient value to the organization, and either eliminating or redeploying people in those roles. Those organizations fortunate to be growing face pressure to hire better, cheaper and faster.
In a study conducted by the Profiles Research Institute, 10 "best practices" were identified in the context of organizational restructuring. The research included nearly 800 participants from multiple industries. Over 30% worked in companies with more than 500 employees, and over 50% had a director-level role or higher.
This large sample allowed researchers to segment the response data into two groups-C-level participants and non-C-level participants-to identify trends and measure discrepancies. The findings highlight some considerable differences between these two study groups on nearly every dimension we measured. This heightened concerns that the C-suite may be out of touch with what is actually happening on the front lines as it relates to reorganizing and redeploying talent in the midst of change.
Chuck Wilson, Profiles International's Senior Vice President of International, describes how employee assessments can help prevent a bad hire.
POST: Chuck Wilson - Using Assessments for Hiring.mp4
Top 10 Selection Best Practices
1. Know how each job supports your organization's key objectives.
2. Consider both internal and external candidates for open positions.
3. Use objective evaluation criteria based on known outstanding performers in that job.
4. Ensure that compensation is competitive based on current market rates for the job.
5. Apply a consistent selection process to all candidates.
6. Include key stakeholders in your employee selection process.
7. Train your interviewers in your employee selection process.
8. Give your interviewers guidance to help them probe deeper into a candidate's suitability.
9. Conduct comprehensive reference and background checks on job candidates.
10. Ensure that your orientation process helps redeployed people become productive faster.
When it comes to hiring, selection and re-organizations, the stakes are high and there is little room for error. Having a clear vision of the future, properly designed jobs, and good selection process supported by good information on each candidate reduces false starts and mistakes. To participate in this valuable research project and to recieve a copy of the results, please click on this link.