Sometimes team members leave us, and there’s nothing we can do about it. To push through, we keep our heads high, thank them for their service and wish them the best of luck with their future endeavors. Afterward, we get back to business, and begin our search for someone new, a candidate with the skills we need to continue, but more importantly, grow. If you already have a defined hiring process, then you’re set (you’re on your way), but if you don’t, and you’re a bit lost, there are some things to consider.
Think Hemingway, Not Dickens
I remember reading a post on the TruMethods forum months ago about creating job descriptions. If my memory serves me right, the member was seeking help from his fellow peers after losing a project manager (big shoes to fill, for sure). When it comes to job descriptions, it’s important to highlight and summarize job responsibilities. Don’t misunderstand me: It’s okay to describe day-to-day activities, too, but don’t overdo it.
What do I mean by that? Well, for one, you’re not writing the next Great American Novel. Your job description should be brief and to the point. Don’t be afraid to be picky with it. Craft and tweak the job description to your liking. Give your readers a sense of what to expect; however, you don’t need to give a step-by-step rundown of the position.
Track Applicants Using A System
Keep track of your applicants with a system. Find a solution that works for you, and stick with it. Using a dedicated solution allows us to continuously acquire knowledge about applicants over time. It’ll become useful when you’re hiring for the next open position.
Our hiring process mirrors our sales process when you think about it, right? What does our sales process consist of? Well, you need to have a framework; there must be a defined process; and there has to be an ongoing process. The hiring process requires you to consider the same points. Over time, the hiring process yields the right results.
Don’t Trust Your Gut (Seriously)
There are many situations in business where you need to trust your gut; however, when it comes to making hiring decisions, measure objectively. Use behavioral and aptitude testing when you can. The former measures personality, the later measures competency. Aptitude testing is a really important aspect of the hiring process because it provides you with a sense of a candidate’s ability to learn technical skills down the road.
Do Your Homework
This is one spot where communication is essential. Walk your candidates through the steps of your hiring process, and watch how they react. Have questions prepared ahead of time. You may want to ask what their plans are if you make an offer. You may want to ask where they are in the hiring process with other positions. You’re trying to dig a bit deeper. Again, this is a sales process. You’re helping your candidates make decisions.
Losing a talented team member is a setback, but if you have a defined hiring process in place, you won’t be down a player for too long. Always remember to keep your job descriptions short; track your applicants using a system; don’t trust your gut; and prepare questions ahead of time. Follow these tips, and you’ll be up to speed in no time.
