7 Steps To Making The Right Hiring Decisions

| Mar 8, 2018

Do you remember your last hiring mistake? Hiring mistakes can be so frustrating. You do all the work of hiring someone and then the new employee performs poorly or quits after a few months. This 7 step process will help you make the right hiring decisions the first try. So you can avoid the pain of a bad hire.

1. Do A Job Analysis

A job analysis provides the foundation for the hiring decisions to be made. Unfortunately, it is also very time-consuming and challenging to do well.  Trusting intuition here or skimping on the time commitment to this step, limits the chances of success from the word go. The list below will help guide the job analysis process.

  • Job Observation – This is exactly like it sounds. The employee is observed performing the duties of their job and observations are recorded. These observations are then used to help draw up an appropriate job description.
  • Interviewing – The second method requires a manager or HR specialist to interview the employee(s) that perform the job. Notes are taken and then used to compile a job description.
  • Questionnaires – The third method includes asking job-related questions to determine how employees perceive their job and the duties they perform. The responses are compiled to then develop a job description.

Any of the methods or a combination of methods can work. Choose an approach that best fits the needs of the position and organization. Our rule of thumb is the higher the salary of the position, the more time is spent on this step.

2. Create A DISC Behavioral Framework

Once the job analysis step is complete, the behavior framework starts. In the DISC Behavioral Framework step, we review the ideal behaviors needed for the job. We have managers share at least 10 behavioral attributes they are looking for. Then we create a behavior framework like the one below.

Make sure to reference this DISC framework in step 5. Now the position can be posted and step 3 begins.

3. Perform A Resume, Cover Letter, Social Media Screening

Every organization does some level of applicant screening. We’ve found screening resumes, cover letters and social media accounts through the questions below to be very helpful.

  • Does this applicant’s job experience make them qualified for the position?
  • Do their past cultural experiences fit your company’s culture? If not, can they make the transition?
  • Will how they performed (behaved) in their previous jobs fit how you want them to perform in your organization?  Reference the DISC Behavioral Framework from step 2.

If applicants pass this phase, they move to the cultural screening phase in step 4.

4. Develop A “Cultural Fit Document”

Creating a Cultural Fit Document gives applicants a snapshot of your organization’s culture. The document outlines the key cultural pieces that make an employee successful in your culture. Examples include:

  • Character
  • Integrity
  • Value
  • Competence
  • Chemistry
  • Conviction
  • Generosity
  • Creativity

Each organization determines and defines the Cultural Fit Document in their own way.

This document opens the door for applicants to ask questions that will help you in your hiring decision. We’ve found the best time to share this document is after step 4 is complete. In step 5, you get to see an applicants motives and their predictable behaviors on the job.

5. Have Applicants Take The DISC and Motivators Assessments

These assessments give a sketch of an applicants cultural fit and behavioral fit. The reports dive into two key areas in the hiring process.

DISC helps match applicant work experience with the way they actually behave. Motivators matches applicant values to the Cultural Fit Document for a better understanding of their culture fit to your organization.

With the information from the first 5 steps, you can now begin your high-quality interview process.

6. Perform A High-Quality Interview

To create a high-quality interview make sure to frame the interview questions around these key areas.

  • Questions that reveal if their work experience lines up with the Job Analysis results.
  • Use questions about past jobs and experiences that show their activities match well to the DISC Behavior Framework created.
  • Ask questions that confirm the Assessment Results accurately represent the way the applicant would behave on the job and the values they would bring to the organization.

Step 7 wraps up the process in a full review of the information gathered.

7. Complete A Fit Review

During this final step, we rate applicants based on experience, behavioral fit, and values/culture fit to the organization. Once this step is complete, we are able to select the best person for the position with little hesitation.

A simple way to do this is to create a document or use a whiteboard and rate on a 1-5 scale their experience, behavior, and culture fit. We’ve found having the interview team collaborate immediately after the interview ensures the best hiring decisions.

In Summary… To Make The Right Hiring Decisions

  • Perform a Job Analysis.
  • Create a DISC Behavioral Framework.
  • Do a resume, cover letter, and social media screening.
  • Create a Cultural Fit Document.
  • Have applicants take the DISC and Motivators assessments.
  • Perform A High-Quality interview.
  • Easily make the right hiring decisions.

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