Step 1 – Establish Your Employee Value Proposition

Tie your employment brand with your business strategy.

Understand why people want to work for your organization and develop a program

that attracts more ideal candidates through your doors.

Step 2 – Establish a Cracker Jack candidate sourcing strategy

Do the work to find out where your ideal candidates are right now.
Where do they hang out? What do they read? What do they do for fun?

Include Social Media tools, this means be a proactive social media
presence. Have a credible, passionate, authentic person from your
company talk to your ideal audience all the time, whether you are
hiring or not. Provide value.

Hire the right recruitment talent. Select your partners as wisely
as you select your teammates. There are a ton of ‘recruitment’
alternatives in the marketplace. Choose a partner who is committed to
your end game and will do a great job surfacing, selecting and
assisting you in on-boarding top tier people for your organization.

Step 3- Conduct a Role Analysis – Let the job talk. Define performance
criteria before you start searching. Sit down and work through the
KPI’s, Core functions and specific Selection Criteria with the key
stakeholders impacted by the success or failure of the hire.
Predetermine the “who” in who you need to hire. What values do they
honor? What is their work ethic? For that matter, what are their
ethics? What are the non-negotiable competencies, behaviors and
emotional intelligence levels required in the role?

Step 4- Establish a hiring process that holds your hiring team accountable for selecting the best and eliminating the rest.

Create a process and choose to stick to it. All to often a great
process is defined and then a decision maker meets someone who strikes
their fancy yet clearly does not meet the selection metrics required.
The decision maker calls the shots, ignores the very process they
implemented and pulls the trigger only to discover that a slick talker
with a good story has bamboozled them into paying way to much money for
way too little in return.

Step 5 – Amplify the employment brand during the hiring process.

Continue creating reasons for the right people to choose your
organization. You are asking a great deal of the candidate throughout
your hiring process, so think about what you can give in return. Keep
in mind; ‘on-boarding’ begins with the first ‘hello’.

Step 6- Make an Astute Selection

Whether you are utilizing assessments, competency and behavioral
based interviewing, top grading interviewing modalities or group
presentations; use tools and multiple dimensions to aid you in choosing
the best person for your team. Get down to the top 3 candidates all
whom have what you said you need, all who pass mustard in your process
and then choose wisely. Conduct your due diligence; background checks
and behavioral references, ensure your hire maximizes your brand and
will forward your business.

Step 7 – Effective On Boarding

From the beginning of your relationship, ensure that your new hire
fully understands the responsibilities and KPIs of the role. In some
circles, this is called up-front contracting of expectations and
performance parameters.

Assign a mentor or a new hire ‘buddy’. Give the same credence to selecting the mentor as you did with hiring the mentee.

Know why your new employee chose you.

Establish a 90-day new hire integration plan. Include a session
outlining the purpose of the company; it’s mission, vision and values
and how the employees emulate that in their day-to-day activities.
Request a welcome visit or a call from the CEO, corporate leaders and
other mission critical teammates.

Learn more about KeenHire - keenhire.com and follow me on twitter - @keenmargo