The Art of Hiring: Selecting the Right People for Success
How can you avoid the four common pitfalls of hiring and ensure you select the right person for the job?
Last month, we discussed the four essential roles of a manager: selecting the right person, setting expectations, inspiring people, and developing people. Today, we'll focus on the first role: choosing the right person.
Imagine this scenario: A busy retail store urgently needed a new cashier. Feeling the pressure, the manager hired the first candidate, who seemed friendly and eager. However, it soon became clear that the new hire struggled with basic tasks, leading to long lines and frustrated customers. The team had to pick up the slack, and the manager spent more time addressing issues than focusing on essential tasks. This experience underscored the importance of a careful and objective hiring process.
The Importance of Selecting the Right People
This process should be objective, avoiding common pitfalls derailing effective hiring. Let's explore the following:
importance of selecting the right people,
four enemies of hiring, and
three key questions should guide the hiring process.
Selecting the right person is crucial for building a successful team. It ensures the individuals you bring on board can perform their roles and fit well within the company culture. An objective hiring process based on clear criteria helps avoid biases and ensures that the best candidates are chosen.
Before discussing the specifics of the hiring process, let’s recognize the common pitfalls that can derail even the most well-intentioned efforts. Understanding these pitfalls, or "enemies of hiring," will help us navigate the complexities of selecting the right person for the job.
The Four Enemies of Hiring
1. Urgency
The pressure to fill a position quickly can lead to hasty decisions. This rush can result in poor performance and high turnover. It's essential to resist the urge to fill a role quickly and instead focus on finding the right candidate.
Scenario: The dealership is about to launch a major sales event and urgently needs more salespeople. Under pressure to fill the positions quickly, the sales manager hires the first few candidates who seem acceptable without thoroughly evaluating their sales skills or fit for the dealership's culture. This rushed decision leads to hiring individuals who may not perform well or stay long-term.
Sounds like: "Hurry up! We needed to fill this position yesterday! Just pick someone quickly!"
2. Emotions
Emotions can cloud judgment during the hiring process. It's important to remain objective and not let personal feelings influence hiring decisions.
Scenario: During an interview for a service advisor position, the service manager feels a strong personal connection with a candidate because they both share a love for motorcycles. Despite the candidate's lack of experience in customer service, automotive knowledge, or effective communication, the manager hires her based on this emotional connection, potentially impacting customer satisfaction.
Sounds like: "I really like this candidate. They remind me of my friend, and I feel good about them."
3. Ambiguity
Unclear job roles and responsibilities can lead to confusion and mismatched expectations. Having a well-defined job description and clear expectations is crucial before starting the hiring process.
Scenario: The dealership is hiring a digital marketing specialist for a new role but hasn't clearly defined the job responsibilities or required skills. The hiring manager proceeds with the recruitment process anyway, hoping to figure out the details later. This leads to confusion and mismatched expectations once the new hire starts, potentially affecting the dealership's marketing efforts.
Sounds like: "I'm not exactly sure what the point of the job is, but we can figure out the details later."
4. Autonomy
Handling the hiring process alone can lead to biased decisions and overlooked candidates. This can result in hiring individuals who lack the necessary skills. Collaborating with others and seeking diverse perspectives leads to better hiring.
Scenario: The parts manager believes he has excellent judgment and decides to handle the hiring process for a new parts counter person alone, without seeking input from colleagues or using structured evaluation criteria. He acts like he’s alone on an island. This results in a biased decision and potentially overlooks better-suited candidates. Consequently, the new hire may lack the necessary knowledge or skills to manage inventory effectively, assist customers, and process orders, which could lead to inefficiencies and customer dissatisfaction.
Sounds like: "I don't need anyone else's input. I trust my judgment. I'll decide on my own."
Hey Readers, which is the most common enemy for you? Why would you say that?
Now that we've identified the four enemies of hiring let's shift our focus to the three essential questions that can help organize and streamline the hiring process. These questions will guide you in making objective and effective hiring decisions.
Three Questions to Organize the Hiring Process
What is the job to do?
This question focuses on setting clear expectations. A well-defined job description should include an overarching role statement, qualifications, responsibilities, and specific requirements. Clear expectations help candidates understand the role and meet the necessary criteria.
How will you find the right person?
This question addresses the system in place for finding candidates. You can use a structured approach to publicize the opening and manage candidates. Online sources, word of mouth, in-person events, and referral programs effectively identify potential candidates. Collaborate with the recruiting team and other partners to ensure a comprehensive search.
Can this person do the job?
This question focuses on evaluating candidates. To make an informed decision, use a variety of data, including application materials, interviews, hiring assessments, reference checks, and background checks. Ensure that the interview questions are based on the job expectations and are designed to assess the candidate's ability to perform the role.
Hey Readers, of the three questions/concepts, where do you need the most growth?
Addressing these three questions and avoiding the four enemies of hiring can help managers make more objective and effective hiring decisions. This approach helps select the right people and contributes to building a cohesive and high-performing team. By focusing on clear expectations, a structured system, and thorough evaluation, managers can select the right candidates to contribute to the organization’s success.