Best Practices in Hiring

In yesterday’s post, I talked about the worst hiring practices that, unfortunately, many of us (including me) are guilty of. In his talk, Barry Deutsch did more than point out common mistakes – he provided suggested best practices. Now, here are a few of the best practices from Barry:

• Include the results you are looking for from the position in the posted job description.
• Define the problems, obstacles, actions and results, before even thinking about beginning a search.
• Remember that the best candidates are seriously checking you out. Sell to them like you would sell to your top client. Be prepared, don't take calls or check email during the interview, and CHALLENGE the candidates.
• Ask for examples of previous results related to the results you want the candidate to achieve. Do not let candidates off the hook here.

Barry also said that the process for high level candidates will often be five rounds. The best candidates will understand and appreciate this.   I am not doing Barry justice, and I don’t want to steal his thunder. Check out his website for more. I can tell you that his presentation made me totally rethink our hiring (and management) process. See what NY Report expert Al Siebert says the top “Seven Tips to Hiring Resilient Employees” are.