A couple more tips to improve your hiring hit rate

In addition to job benchmarking as a process to improve your hiring hit rate, we want to share a couple more tips to avoid the pain of “miss” hires.

Brad Smart, the creator of Top Grading offers a couple of tools that can make a big difference in the quality of applicants that make it through the screening and interviewing gauntlet.  The first one will enable applicants that have lied, yes, I said lied to you in the initial phone screen to self select out of the process – the in depth job history form.

This form requests 28 responses regarding each and every job they have every held, including an assessment of their former bosses, as well as a self assessment of their own performance in each of these roles.  The name and contact information for each of their former bosses is requested as well as the approval for you to contact those supervisors.

Smart endorses the TORC – The Threat of Reference Check.  The finalist (candidates) are asked to contact their last three to four supervisors to have a conversation with you, the hiring manager.  So, now you see why those that chose to not tell the whole truth bail when they see the rigors of going through this Top Grading process.

So, if you want to really improve your hiring hit rate, I highly endorse taking the time to use Mr. Smart’s processes.  If you want a sample of this in depth job history form, you can buy a copy of Top Grading, or email me and I’m happy to send you a copy of the form.  Your final hiring decision is only as good as the information you are able to gather from each of your potential new hires…so use the job benchmarking process upfront, then dig deep with behavioral interviewing techniques, the job history form and lastly the TORC!

Martha Forlines

 

 

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