Developing an Effective Hiring System

by David Lambert

Published on this site: September 9th, 2005 - See more articles from this month

Sport psychologists routinely tell their clients to "see the shot before they take the shot". That each individual must visualize and consistently apply, at all times, the specific system he uses for practice and preparation to play his best. The same principle applies to companies in the hiring of talent. They must develop an effective hiring system and consistently apply it in order to "see the shot" and play their best.

Developing the hiring system that works for a specific organization can take time. It is a constant practice of execution and process evaluation. There are four basic components in an effective hiring system that companies need to implement.

1. Conduct a thorough job analysis Job analysis is a process to identify and determine in detail the particular job duties and requirements, and the relative importance of these duties for a given job. It should involve an in-depth review of the hard and soft skill sets required, key components of the job, reporting relationships, personnel management structure, the culture of the business unit or organization, and a review to confirm that the position is really needed. Critical to the analysis is avoiding the use of boiler plate job descriptions.
   
2. Develop a compensation package consistent with skills The compensation package for a specific position must support the hard and soft skill sets and key components identified from the job analysis. Though benchmark data is a great place to start, it should not drive the compensation process. Compensation must not be determined by the human resources department, but by the skills and impact of a given position. Above all, the compensation package must be realistic and supported by facts.
   
3. Apply a comprehensive interview strategy Too often companies fail to develop an interview strategy. What transpires is a disjointed effort that falls short of identifying true candidate skills and performance. A comprehensive interview strategy includes determining the format, assessment criteria, and question development for each interview. Interview questions should be tailored for each applicant. The intent is to hire the right candidate that brings long term, full value to an organization.
   
4. Finish strong The process does not end once the right candidate is identified. Companies must finish strong and ensure that a thorough reference check is conducted. This must not be a "check the block" activity nor should organizations be afraid to eliminate a candidate at this step. Finally, once an offer is extended and accepted, a well executed transition process is necessary to prepare the candidate for the new opportunity.

The key to hiring great talent is developing an effective hiring system that utilizes the four basic components, and then evaluates the process. Remember - the more consistent the approach, from shot to shot and day to day, the better the results.

David Lambert is a Principal with The Lift Group, an executive search firm that focuses on placing mid- to senior-level managers and executives in selected industries and functional areas in the U.S. and abroad. For additional information, visit www.TheLiftGroup.com