HighMatch Guides

How to Hire Better Employees

Hiring the right employees is a critical process that can significantly impact the success and growth of any organization. Finding candidates who not only possess the necessary skills but also align with the company’s values and culture can create a strong and cohesive workforce. 

However, the hiring process can be challenging, and making the wrong choice can lead to costly turnover and reduced productivity. So how do you make the right decision?

The following are some tips and recommendations to help you make better hiring decisions:

Clearly Define Job Requirements:

To attract the right candidates, start by clearly defining the job requirements. Identify the key skills, qualifications, and experience necessary for the role. A well-defined job description helps applicants understand the expectations and ensures a better fit for the position. According to a survey by LinkedIn, 90% of professionals believe that job descriptions are essential when considering new opportunities (LinkedIn, 2016).

Utilize Behavioral Interviews:

Behavioral interviews focus on past behaviors and experiences as indicators of future performance. Asking candidates to provide specific examples of how they handled challenging situations or achieved success can reveal valuable insights into their abilities and work style. Studies have shown that behavioral interviews have higher predictive validity for job performance compared to traditional interviews (Gaugler et al., 1987).

Assess Cultural Fit:

Cultural fit is essential for long-term employee engagement and retention. During the hiring process, assess whether candidates’ values and attitudes align with the company’s culture. This can be achieved through open discussions about the company’s mission, values, and work environment.  Alternatively, a cultural fit assessment, personalized by I-O psychologists to measure your organization’s specific cultural values, can be given to candidates to scientifically validate their alignment with your unique culture.

Leverage Pre-Employment Assessments:

Pre-employment assessments, such as cognitive ability tests, personality assessments, and job simulations, provide additional insights into a candidate’s aptitude and suitability for the role. Research has shown that well-designed assessments can enhance the hiring process and predict job performance (Waldo et al., 2017).  Instead of selecting an off-the-shelf assessment that measures general traits and abilities, consider a personalized assessment solution like HighMatch.  Pre-employment assessments aligned to your specific roles and company culture and built by I-O psychologists are more likely to identify best-fit candidates than a generalized assessment. 

Conduct Reference Checks:

Reference checks are valuable in verifying a candidate’s qualifications, experience, and work ethic. Speaking with previous employers or colleagues can offer valuable perspectives on the candidate’s strengths and areas for improvement.  Make sure to ask for specific examples  when speaking to a reference to avoid getting generalized feedback.  

Promote Diversity and Inclusion:

Creating a diverse and inclusive workforce is not only ethically important but also brings numerous benefits to an organization. Embracing diversity fosters creativity, innovation, and a broader range of perspectives. A study by McKinsey & Company found that companies in the top quartile for gender diversity on executive teams are 21% more likely to experience above-average profitability (McKinsey, 2017).

Enhance the Candidate Experience:

A positive candidate experience can leave a lasting impression and encourage top talent to choose your organization over others. Communicate promptly with candidates, provide feedback, and offer a smooth and respectful hiring process.  If you have an assessment solution in place, make sure that it’s fast and built specifically for mobile, like HighMatch, to ensure candidates can take it wherever they are on the device they use most often. 

Consider Internal Candidates:

Promoting from within can motivate and retain current employees while saving time and resources on external recruitment. Internal candidates are already familiar with the company’s culture and processes, making their transition smoother.

Collaborative Hiring Process:

Involve relevant team members in the hiring process, especially those who will work closely with the new employee. A collaborative approach can help ensure a better assessment of the candidate’s fit with the team and organization.

Continuous Learning and Improvement:

Regularly evaluate and refine your hiring process based on feedback and results. Continuous learning and improvement will help you fine-tune your strategies and increase the likelihood of hiring better employees.

Summary

Hiring better employees is an essential component of building a successful organization. By clearly defining job requirements, utilizing behavioral interviews, assessing cultural fit, leveraging pre-employment assessments, and promoting diversity and inclusion, companies can attract and retain top talent. 

A candidate-focused hiring process, combined with ongoing learning and improvement, will empower organizations to make well-informed hiring decisions that lead to a strong and cohesive workforce.

Sources:

LinkedIn. (2016). Global Recruiting Trends 2016: New Qualities that Define a Modern Workforce.

Gaugler, B. B., Rosenthal, D. B., Thornton, G. C., & Bentson, C. (1987). Meta-analysis of assessment center validity. Journal of Applied Psychology, 72(3), 493-511.

Waldo, B., Crisp, C. B., & Hsiung, D. Y. (2017). The incremental validity of personality measures in predicting job performance beyond cognitive ability tests. Human Performance, 30(4), 277-292.McKinsey & Company. (2017). Delivering through Diversity.