In Hiring Gone Wrong Part I
I outlined the steps starting with role creation to posting the job. In Part II
we share the best practices from reviewing CVs to making the offer.
A big take away that I want all managers to get is that this isn’t just about ‘best practice’ to save you time but thinking about the candidate experience. People will talk and if you run a candidate through a poorly executed process that is not only a reflection on you but on your company.
We all know talent is hard to find so do what you can to overcome the challenges by focusing on what is in your control. Getting back to candidates in a timely manner, providing helpful feedback to interviewees, and by keeping the whole process lean to avoid lengthy decision making and in turn delaying the process.
One of your greatest and arguable most impactful responsibilities of being a manager is to build you team, so take the time to do it right.