How Do You Hire?

If there is one process that has a dramatic and far-reaching impact on all phases of a small business, it is the hiring process. Few small businesses have a well-thought out, systematic approach to hiring the best people possible.

In fact, hiring in many companies is reactive by nature. Someone quits – you look for a replacement. You run an ad, get a zillion resumes, finally find a few applicants that seem to fit the bill, and then you bring them in for an interview. You make some small talk – size up your applicant – review their work history, ask a few more questions and then check those references (which, surprisingly, always turn out to be great!). Narrow down to the two best and choose one.

Sound familiar?

You know the consequences of this approach as well as I do. The odds of getting a talented player are usually pretty remote. Even worse, the costs of making a bad decision are often enormous.

Every company should have a defined and well-planned hiring process. Great companies have adopted a rigorous hiring approach like the one detailed in the book Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People. If there is any one factor that is completely under the control of managers, it is the people that you bring into the organization. It only makes sense to do the very best job possible in this area.

• Do you have a defined hiring process?
• Have you accurately defined the talents and skills needed in the open position?
• Do you ask interview questions designed to uncover specific past behaviors?
• Do you drill down to get specific and detailed answers to questions regarding past performance?
• Do you ask the same questions of each candidate so you can compare accurately?

These are only a few of the questions that you should ask regarding your hiring process. It is getting more and more difficult to hire talent – if your company’s track record isn’t stellar, get a proven consultant to help.