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3 Strategies on Hiring the Best Talent for the Job

3 Strategies on Hiring the Best Talent for the Job

Eight Sample Interview Questions to Help You Hire the Right Person from the Start

Choosing and then losing your talent is one of business’s highest and most time consuming costs. Whether you are the owner, manager, HR Talent Recruiter or the CEO of your organization, the trials and search for the right people who will be productive, engaged members of your team may need a new approach.

I believe spending in 90% of your time finding and hiring the right candidate; while the other 10% of your time is ideally spent on firing or letting the unproductive member go.

In many cases, the reverse is true. I hear these excuses from management all too often:

  • “Give them another chance.”
  • “Maybe if I gave them more training.”
  • “I’m sure they’ll improve or change with more time (or more motivation).”

Before you start to wonder if you’ve made a mistake, let’s take a look at some ways to avoid the standard interview.

Here are three key principles that can help you hire the right person from the start:

  1. Be Creative

    Update your questions and throw in some curveballs that make the candidate think. Get to know them better. Take them on a short tour of the business and observe how they interact with the people you introduce them to.
     
    Does the person seem genuinely interested in the work of the company? How do they treat others with respect and equality?
     
    Perhaps sharing lunch at a restaurant will give you some details that will cinch that decision from your short list. Notice if they are polite, respectful, demonstrate good communication skills, or handle problems easily. Often a person’s behaviour and personality becomes clearer during a less formal environment.

  2. Have Clarity

    Know the job that is being filled. Not just the job description, but also the type of personality that will fit best in that department, the skills and behaviours that are required. Be clear on what training is provided and how they are evaluated.
     
    By knowing the organization’s values and priorities you can ask questions that will determine their values and whether there is a fit. Know the goals of the department’s supervisor so that you fully understand the job, the environment, the attitude and behaviours needed for the most ideal recruit.

  3. Create Unusual Interview Questions

    Ask questions that allow you to really KNOW the candidate.

    SAMPLE INTERVIEW QUESTIONS TO ASK:

    • How do you envision your ideal workweek? (If they have previous experience, then you can ask: “Tell me about your regular daily routine at your last job.”)
       
      You’ll discover what type of work environment or team dynamics help them to be most effective. You’ll learn how they approach their workday, how much autonomy and structure they had, and how passionate they were about their work.
    • Tell me how you have used your problem-solving skills and leadership in any capacity: work, school, or clubs? (This is a great question, particularly for those with little work experience.)
       
      Even if their skills aren’t an exact match for what they’ll be doing at your company, they may be able to tell a succinct story with a clear point where those communication skills will come in handy when the employee encounters a variety of challenges in the new role.
    • What would you do if you got behind schedule on your portion of a project?
       
      Their answer will give you some indication of their time management and problem-solving skills, as well as how they would seek advice or assistance to complete a task on time.
    • Give me an example of a situation when you worked in a diverse group with different opinions.
       
      The candidate’s answer may be a red flag if they did not have good examples of inclusive behavior and collaboration.
    • How do you like to receive feedback?
       
      You’ll discover the best way to communicate with them and whether or not they are sensitive to feedback, both positive and negative. Balancing this with your internal culture will be important and may need to be adjusted accordingly.
    • Can you tell me about a change or new idea that you wanted to get through at your last workplace (or class), but were met with resistance?
       
      You’ll learn how they deal with challenge and if they gave up or made it happen.
    • Imagine we’ve just hired you. What’s the most important thing on your to-do list on the first day of work?
       
      Their answer will give you a sense of organization, prioritization, judgment and decision-making skills.
    • Tell me what you would do with $50,000.
       
      This is a powerful question and its answer will determine what motivates the candidate and, if properly nudged through genuine conversation, will encourage the person to be more engaged, collaborative and valued.

With this type of approach to hiring new talent, you will find the perfect person who will make a great addition to the team!

About the Author, JoAnne Marlow, B. Comm., B. Ed., MA Leadership Principal

JoAnne Marlow

JoAnne Marlow is a leading authority, best selling author, and thought-leader in multi-generational communication and management systems. She offers CEOs and their managers the information and guidance they need to optimize their cross-generational employees' strengths and productivity to access their potential and achieve outstanding results.

Her latest book is available on Amazon: "25 Powerful Strategies to Hire and Successfully Retain Millennials".


Is Employee Turnover Costs Robbing Your Profit?

The key to reducing high turnover and its associated crippling costs

Employee Turnover Costs Robbing Your Profit

In this case size (business size, that is) doesn’t matter. High turnover costs are a significant problem for all businesses. However very few discuss the true extended costs and the multiple ways that it impacts the business.

Would it surprise you to know that it can take anywhere from six to nine months wages to replace and train a new replacement?

I’ve calculated some exact stats. Let’s take a minimum wage employee who leaves the company, sometimes without notice. Not only will productivity get a hit, but also some of the emotional effects. They include shock, frustration, and stress not only for the hiring manager, but also for those employees who have to take on more responsibilities, and grieving the loss of a colleague and friend.

Let’s assume the hiring manager is earning $90,000 a year (roughly, $43.00 per hour). It will take hours from their work day to finish the exit paperwork, release an ad to find another candidate, review applications, interview and select a new recruit.

Then, there is onboarding and training to get the person to the same level as the latest employee. In simple terms, the total of separation costs, hiring and pre-employment costs, and training costs will be $5,300.00 to replace a minimum wage employee.

Losing a Millennial employee can cost the company $15,000 to $25,000 but it’s actually a lot more when you weigh in a few additional variables mentioned earlier.

Other research shows that turnover costs can add up to 213% of the salary for a highly trained position! So if a highly trained executive is making $120,000 a year, the true loss could be up to $255,600 to the company!

The key to reducing high turnover and its associated crippling costs is to take time… much more time… to choose your new hire than ever before.

The hiring and training processes have changed and it still surprises me that businesses, of all sizes, often spend very little time to find their next candidate.

Why? The onboarding process takes time and most managers are run ragged and can’t prioritize the appropriate time for choosing the best talent.

Glancing at an application or resume and saying, “When can you begin?” no longer serves you.

In fact, all employees, especially the Millennials, want to feel they will be engaged, valued, challenged, and well trained. They will require continuous learning opportunities. Mentoring is one of the most effective, cost efficient ways of increasing employee longevity benefiting the mentor, the mentee and driving significant retention.

Your business relies on the talent you hire.

Carve out the time to have a conversation with your employees to see how they are doing, what challenges they are facing and how you can support them.

This is just the beginning of hiring and retaining your best people. But now, you’ve been reminded of the consequences of hiring on the spot or not taking the steps to value and prepare your hires for a great job with you!

About the Author, JoAnne Marlow, B. Comm., B. Ed., MA Leadership Principal

JoAnne Marlow

JoAnne Marlow is a leading authority, best selling author, and thought-leader in multi-generational communication and management systems. She offers CEOs and their managers the information and guidance they need to optimize their cross-generational employees' strengths and productivity to access their potential and achieve outstanding results.

Her latest book is available on Amazon: "25 Powerful Strategies to Hire and Successfully Retain Millennials".