8 Drop Dead Points To Hiring
by Miki SaxonBusiness is booming, companies are growing and managers are hiring. Hiring proficiency is learned, not something people are born knowing how to do. To help you through it I decided to share RampUp’s eight “drop dead” points (AKA, “If you learn nothing else…”) that we teach our clients.
- As a manager, you are who you hire—your career success and compensation depends on hiring well!
- People are intelligent, motivated, and once hired, really do want to help their company achieve its objectives.
- Involving employees in the hiring process lightens the load, reduces the blunders, and strengthens your people.
- Follow the Minimum Hiring Rule: Hire the first person that walks through the door who meets your minimum requirements. To do this, you must know and have internal agreement on both the position and its minimum requirements before you talk to even one candidate.
- The first step in efficient hiring is knowing how to read a resume.
- Using phone interviews as “real interviews” lets you implement the 70% Rule—you should be 70% sure that you want to hire the candidate and the candidate should be 70% sure she’s interested in you/company/position before arranging an in-person interview—and decreases the number of on-site interviews needed per hire. You will experience a quantum leap in hiring productivity, saving time and money.
- Response speed—to the resume, interviews, the offer—is one of the least expensive and greatest edges a manager has.
- Your company has many assets besides money to attract candidates. You must know what they are and believe in them in order to sell them to potential employees—because people who join just for money will leave for more money.
Implementing any one of these points will boost your hiring productivity at least 10%, some will boost it more. Implement them all and you’ll blow away the competition.
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