Five Tips to Keeping and Hiring Great Employees.
In today’s competitive marketplace, it’s not enough to simply hire a new candidate; you also need to ensure that candidate will deliver results. Research has shown that taking extra care during the recruiting and interview period will help ensure interview accuracy and lead you find the right match—not just for today, but for results well into the future.
Develop a performance profile, not just a job description. As you prepare to fill a position, first identify, and then prioritize, the top six to eight performance measures that will indicate success.
Conduct a performance-based interview. During the interview, ask the candidate specific questions that pertain to motivation and to accomplishments—both individual and team-related.
Check your emotions at the door—at least for the first 30 minutes. First impressions can be misleading. That is why performance-based (and not behavioral) questions are important. Consider competency first, then first impressions.
Use an evaluation form that maps directly to the performance objectives, and review it immediately after each interview. Each person in the interview process should complete one before they discuss the candidates. Require evidence, not feelings, to reject or move ahead with every candidate.
Use the performance-based profile to create job performance expectations and to review performance in three to six months after hire.
09/04/09
By: Marni Hockenberg
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