Page 130 - Boost Your Hiring

116 Boost Your Hiring IQ

If you have ever had to hire anyone, then the following is likely a very
familiar scenario:

James gives notice to his boss that he will be leaving in two weeks.
The boss, Bob, picks up the phone and calls human resources to
relay the news and to request that the process of replacing James
be started.
The human resources administrator goes to James’s file and
pulls out a copy of the job description and the ad used to hire
1
James 3 ⁄2 years ago. The ad is posted on the Internet, and perhaps
a recruiter is called and given the information. The process moves
forward to the next step.

Before the Interview Begins
If the above scenario is the approach your company uses to hire and re-
place personnel, perhaps it is time for an overhaul of your hiring system.
Often hiring is done with little more than a passing thought about what
has changed in the job since the last time the job was open. Instead of fol-
lowing this routine, when a new hiring situation occurs, take the opportu-
nity to identify your specific needs and to improve on the hiring process.
Whether you have a human resources department in your company or
not, some basic planning before you place a posting or begin to interview
candidates will save you and your company valuable time and money.
First, it’s important to know what you are looking for. Assessing the
candidate’s ability can be done only if the interviewer knows what he or
she is seeking. To do a good job of interviewing, a careful analysis of the
position and the requirements of the job should be conducted. Next, the
appropriate questions should be prepared before the interview begins to
make the process as effective as possible. By taking these preliminary
steps, many costly hiring mistakes can be avoided.

Understanding the Job
and the Role to Be Filled

Here are some basic questions to ask before the hiring process begins:
• Why do you need someone for this job?