No Standardized Hiring Process? Be Prepared for Substandard Results

Sep 27, 2016

No Standardized Hiring Process

No matter your industry or business size, when it comes to hiring, standardization is key. Think about it: inconsistent hiring practices will lead to inconsistent and possibly illegal results. In today's exceedingly politically correct society, where anything other than a by-the-book hiring process is only one social media post away from ruining an employment brand, not to mention drawing attention from the Equal Employment Opportunity Commission, best practices in hiring must be used! However, best practices go well beyond a simple comparison of résumés and should include background checks, a formalized interviewing process, objective testing, and reference checks. Establishing and implementing hiring best practices provide control and guidance for hiring managers and can help your company avoid the negative consequences of random, inefficient, and inadequate hiring decisions.

If you think reviewing a résumé and asking a few unscripted questions during an informal interview ‚Äčare all that is required during the hiring process, think again. Too much faith in subjective facets of screening and selection often leads to poor hiring decisions. Why? A candidate will most likely exclude information about his or her history of absenteeism at work, tendency for theft, workplace safety and insurance claims, sexual harassment incidences, drug abuse, and a reckless driving record, to name a few. When you come across an applicant with a perfect résumé and an impressive interview, it may be tempting to pass on a background check. Don't—unless you're prepared to face the consequences. As a rule of best practices, criminal and background checks must always be conducted without exception.

No red flags found from a background check? Great, but you will need to delve deeper and explore the candidate's potential performance at your company. Enter the formal interviewing process. Before you can start asking a candidate questions, you need to know what to ask. What competencies are required of someone in order to be successful in the position in question? A job analysis audit or a process whereby a company gathers objective information about the proficiencies necessary to fill a role can help establish behavioral questions necessary for the interviewing process. Once you know what the position requires, you'll know what to ask the candidate.

Based on the theory that a person's past behavior is indicative of future performance, behavioral interviewing is an ideal strategy to uncover how an individual will behave in important job situations and can serve as a means of assessing a candidate's competencies against job-related qualifications. Asking behavioral interviewing questions is also a smart way of questioning a candidate without the worry of the potentially dangerous legal pitfalls of interviewing. Formally planning and asking all candidates the exact same questions create consistency and efficiency, saving time and preventing duplicate questions from being asked from multiple interviewers. However, even interview questions can be answered untruthfully. Pre-employment assessments can confirm the information uncovered from interviewing.

Pre-employment assessments, like the ZR Profile, are useful hiring assessment tools that measure and use objective, impartial data to evaluate candidates. These tests can measure a range of critical job performance factors, giving employers a preview of how a candidate will fit into a specific role. Results from pre-employment assessments can provide information about a candidate's strengths and weaknesses and can even be compared to hiring benchmarks when comparing multiple candidates.

Finally, don't forget reference checks. A quick phone conversation with a candidate's previous employer can further confirm all of your investigating. Can you make a hiring decision without all of the time and expense of a standardized hiring process? Of course, but is it worth the risk of hiring the wrong candidate or exposing yourself to employment practices claims?

ZERORISK helps organizations build great cultures by identifying, developing, and retaining top talent. The ZERORISK Hiring System blends a revolutionary behavioral science with state-of-the-art technology to reduce unwanted turnover and improve employee performance. For more information contact us at (800) 827-5991.

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