Worst Practice – Hiring Process!

With hiring on the increase, people often ask about best practices. Occasionally an executive will ask, “What's one of the worst practices you have encountered.”

Here is our response. We thought you would enjoy.

Our client had a critical need, undertaking a critical project, with limited manpower in the needed area. They could not afford to make a hiring mistake. And time was of the essence (or so they said)!

So, how did they approach their hiring decision? Each candidate required an extensive pre-phone screen involving written responses to a series of technical questions (think 30 – 45 minutes long). Second there was a short phone screen with the company after review of their resume. Then there was a 2 hour in person interview at the office. If the candidate did well, they were asked back for an intensive half day technical grilling and interviews. And finally, the company always liked to have at least two “qualified” candidates before making an offer.

This process virtually ensures the majority of candidates interviewed are either,
1 - unemployed, or
2 - desperate to leave their current job, or
3 - happen to live next door to the hiring company.

Most "A" candidates are unwilling to subject themselves to this process. Why? Do the math. 1 hour for the phone screens, plus 2 hours for the first interview, 4 hours for the second interview, 2 hours drive time, plus around 2 hours working with the staffing firm, start to stop 11 hours. At $45 / hour, that equates to a candidate cost of about $500 just for the “privilege” of interviewing.

The person they ultimately hired quit after two weeks…. So much for the “fail safe” interview process.

What can be done to improve their process and (by extension) yours? It’s not that hard. Shorten and compress, eliminate the written responses, focus on the most important or key items of success, and less on knowledge of minutia in the phone screen. If two face-to-face interviews are needed, be sure you are spending everyone’s time in the right areas. The second interview should also assess how the person will fit into the work environment, as well as further probing into any necessary technical skills. And finally, be prepared to tell the candidate why your opportunity is a good fit for their career and goals. Anyone can technically grill a candidate; just don’t forget that at the end of the process, you turn over final control to them.

Candidates have been developing their image of your company during the entire interview process. And they have the final answer to your offer!

Posted by Wayne Rampey, Vice President, The InSource Group