Recruitment can be a challenge and most of the time recruiters and hiring managers end up regretting after the hiring is over. They might discover the candidate is good only with communications and not hands-on with practical job work. How to then evaluate the professional for right fitting them into the job and avoid regretting a hiring decision.
There will be 2 parts to it, pre hiring evaluation and post hiring follow-up of performance management.
Let’s see if these steps help you:
Pre-hiring evaluation, interviewing and on-boarding –
- Define clear job requirements, responsibilities, and expectations. If possible create a candidate profile as well.
- Source diverse candidate pools using various methods (job boards, social media, employee referrals, etc.).
- Thoroughly screen and interview candidates. Conduct thorough and consistent interviews, using behavioral and technical questions.
- Verify references, credentials, and past work experiences.
- Assess skills through tests or projects. Use pre-employment assessments such as aptitude or skills tests.
- Assess both hard and soft skills. – This hold true in both Pre and post hiring of the professional
- Offer a fair salary and benefits package.
- Evaluate the candidate’s fit with company culture and values.
- Provide a positive onboarding experience and continuous support for the employee.
- Have a trial period to observe the candidate’s work.
- Decide based on objective criteria and not just personal bias or gut feeling.
- Continuously evaluate and provide feedback and coaching to the hire to ensure mutual satisfaction.
- Set clear performance expectations and regularly provide feedback. Establish clear performance goals and objectives. Use objective measures, such as key performance indicators (KPIs), when possible.
- Document performance throughout the year.
- Use a variety of performance metrics and evaluation methods. Ensure a thorough, fair and impartial performance review.
- Encourage open and honest communication and two-way feedback by actively listen to the professional’s perspective.
- Assess both hard and soft skills.
- Consider both individual and team contributions.
- Allow the professional to self-evaluate.
- Make sure evaluations are conducted objectively and free of bias.
- Regularly gather feedback from colleagues and customers.
- Provide specific, actionable feedback and offer opportunities for growth and development.
- Consider both the individual’s strengths and areas for improvement.
We discussed this topic in another blog titled, “How to find the right candidate?“