Are you looking for new ideas on how to hire good employees? Are you are getting tired of canned responses to your job postings, or coming to the realization that your hiring techniques are not effective anymore? If so, then it is time to rethink your processes and try some new ways of drawing in qualified candidates.
Rethink the Job Posting
When job postings offer a dry job description, you get dry responses. It can mean sorting through hundreds of dull cover letters and resumes, filled with colloquialisms and tired old catchphrases. Is that actually how to hire the right person? Absolutely not!
To attract the attention of the right candidates, rethink the posting. Rather than offering a job description, paint a picture of the job. Present the problems candidates will solve on the job, the rewards they can receive (salary and benefits do not qualify as rewards), and the personal growth opportunities ahead.
Another part of this hiring technique is the company description. Describe why you are in business, not what you do. Certainly, touch on your industry so that you draw qualified candidates, but focus on the whys, not the whats. For an example:
• If you make custom sound systems for home theaters, you could explain the company as, “lovers of sound that resonates at the cellular level.”
• If you are an Insurance agency, you could present the job as, “helping the community protect itself against disaster.”
One of the secrets of how to hire good employees is to hire people aligned with the company’s values. When candidates identify with your purpose and values, they are more passionate and motivated to pursue the job.
Request a Non-traditional Cover Letter
Here is another tip on how to hire the right person: become picky about the cover letter. Savvy candidates already write unique cover letters for each application, so why not make the cover letter the first test? In the job posting, provide specific instructions about how to write the cover letter.
If the candidate ignores your requests, then you can eliminate him or her at once because he or she cannot follow directions. This advanced hiring technique works well for jobs at all levels. Here are some examples of non-traditional cover letter requests:
• Ask candidates to describe how to do a routine task
• Propose a problem and ask for a solution
• Ask for work samples and explanations
• Require the cover letter to include a “code word,” provided in the posting.
During the Interview, Ask Oddball Questions
Candidates rehearse answers for standard questions, even situational questions. While there is nothing wrong with preparation, it makes candidates harder to read. Part of understanding how to hire good employees is being able to assess candidates outside their comfort zones. Oddball questions can do that for you. Feel free to get creative with this hiring technique, but be mindful that questions do not go down ethical rabbit holes like political/religious views, or protected statuses.
• If you could be a planet, which one would you be and why?
• Which animal is a better pet, cats or dogs? Please explain your position.
• Can you tell me a joke?
Oddball questions are a hiring technique used by innovative HR departments. Not only do they force candidates to improvise, but also they break the tension, lighten the mood, and help the candidate reveal his or her true self.
Consider Group Interviews
Group interviews are especially helpful when you have multiple strong candidates and are wondering how to hire the right person. Few hiring techniques offer more insight into a candidate’s potential than a group interview. You will see how candidates might interact with co-workers and true personalities will emerge. Soft skills like teamwork, communication, and motivation to succeed shine through.
Group interviews may be conducted as a traditional panel interview, a round table discussion, or may revolve around creative testing. Here are some examples of activities to include in a group interview:
• Open with an icebreaker or game
• Integrate role playing, especially when hiring for a leadership position
• Offer refreshments to assess discretion, judgment, and manners
Though you should never base your decision exclusively on group interviews, it is a hiring technique that can help you weed out overly aggressive personalities, candidates with low confidence, and people lacking the interpersonal skills needed to succeed. Combine group interviews with a personal interview, and never surprise candidates with a group interview. Keep in mind that some candidates must exercise considerable discretion when job hunting, and may not be comfortable showing their face in front of others because they have a high profile position or risk losing their job if discovered.
Even if not appropriate for every situation, group interviews are a valuable hiring technique and may be your favorite new tactic for how to hire good employees. If a candidate cannot do a group interview, you will have to consider your options carefully and decide whether to hire or move on at that point.
Hiring Techniques Must Evolve
Your hiring practices must be constantly evolving to compete with other employers. The economy and business climate is constantly in flux, and competition for talent is higher than ever. Even with high unemployment, it remains a challenge to understand how to hire the right person. Candidates are more perceptive than ever, and they are ready to ace interviews.
With these hiring techniques, you can quickly identify superstars. After integrating and testing these methods, you will be in a better position to assess talent; in addition, you will have a better grasp of how to hire good employees in this challenging economy.
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