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3 Things Every
HR Leader Must Do
to Create a Successful
Hiring Process

Targeted Selection:
Best Practices for new hires

Title: 3 Things Every HR Leader Must Do to Create a Successful Hiring Process

by Dipali Naidu

Your business needs two critical components in order to be successful: a strategy and the people who can execute it. HR leaders must be able to invest time to understand the business strategy while also linking the talent intake to the future needs of the business.

According to the DDI Global Leadership Forecast 2018:

  • 62 percent of HR leaders partner openly with the business to exchange information on current issues and collaboratively work toward mutual goals.
  • 21 percent of HR leaders react by complying to policies and procedures and respond to business needs by providing tools and systems when asked.
  • 17 percent of HR leaders anticipate talent gaps in advance and provide insights to business on how talent relates to business goals.

Unfortunately, the smallest number of leaders reported doing the most important thing: anticipating. HR leaders who are able to anticipate these talent gaps before they become an issue are absolutely vital to the future success of their company. In order to create a successful hiring plan, there are three things you must do:

  1. Screen resumes before the interview process begins.This allows you to rank applicants by their qualifications for the job and spend the rest of the selection process focusing on the candidates who are most qualified for the job. Screening resumes ahead of passing along candidates to hiring managers also saves time and money by eliminating unqualified applicants.
  2. Preparing the candidate for the interview. You want to set up your candidates for success, so you should give them an overview of what to expect during the interview process. One way to do this is to send them examples of the kinds of behavioral questions they can expect. For many candidates, thinking of specific behavioral examples can be a challenging experience. Giving them some time to think of situations that may be pertinent to their interview will help your interviewers get the best out of the candidate. It’s true that some candidates may use this information to create fake answers, but it’s difficult to do this and provide consistent information.
  3. Prepare the interviewer for the interview. The best way to remove bias from your interview process is to follow a structure that involves understanding the role, asking the right questions with appropriate follow-up questions, and then analyzing how strong the responses were. This will help the interviewers to understand the level of proficiency each interviewee has in regards to the job. Interviewers also need to be aware that building rapport with candidates is important, but not to ask personal questions, such as asking about marriage status. It is also crucial to ask relevant questions during the interview. Asking things such as, “What kind of animal do you must relate to?” has become popular, but it doesn’t answer whether the candidate can do the job.

It’s no secret that talent is constantly sought after within an organization. However, just like a candidate, it’s crucial to be prepared when searching for talent. Using the above strategies to appropriately anticipate talent gaps and business needs will ensure the success of both candidate and company.

To learn more about how Targeted Selection® interviewing principles can help you future-proof your business, click here. Contact Dipali to get a complimentary preview kit of the half-day course The A.R.T. of Interviewing.

Dipali has over 19 years of experience in leading cross-order and cross-cultural projects as an HR generalist and learning & development specialist. She has partnered with senior leadership as a Learning and Development lead in the Asia-Pacific, India, Middle East, and Africa regions to drive and implement successful human capital growth strategies. She has also done work as an independent consultant, partnering with the senior leadership of clients in various sectors to deliver their talent development and succession programs. Read more about Dipali and connect with her here.

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