HR Consultants  Promote Your Business
HR Consultants
Cost Report

Identify and Hire Top Performers

I believe the key to retaining employees starts in the interview process – if it’s hiring a rock star or making a poor hire, it all begins with the interview.

You have but a few hours to decide if the person has the knowledge, skills, and abilities to perform the functions of the job. Does this person have the right temperament, attitude and will they fit in with the company’s culture and mission?

This means you need to make sure your interviewers are asking the right questions and using appropriate listening techniques so they know who they are hiring.

Most bad hires fall under the heading of "bad fit." They’re the result of obvious flaws like having poorly thought out job descriptions – or no job description at all.

Having interviewed and hired people for hundreds of positions over the years, I can say one thing for sure, you must prepare for the hiring process.

You have to start with a clear picture of why the position exist. What are the technical requirements – the must have’s such as computer skills, research abilities, coding or QA. What are the soft skills needed? Respectful, approachable, team oriented or able to work independently.

Once you have clearly defined the position and how it fits within the organization the recruiting and interview process may begin. The purpose of the interview is to determine if the applicant can do the job.

First, you want to determine if they have the knowledge, skills and abilities required to perform the job. Do they have the education or experience necessary? Do they have the necessary motivation and problem solving abilities?

Second, you want to know who they are. You don’t want people who seem entitled, are so thin-skinned that every little thing rubs them the wrong way, or are completely unaware of their weaknesses that they lack the ability to learn from mistakes or receive constructive criticism.

This area is a bit more difficult to gauge, as there aren’t necessarily right or wrong answers. There are only questions and answers that may help you get a sense of the person’s characteristics you are considering before you make the hire.
Third, what has the candidate accomplished in the past which may indicate what they will accomplish in the future. Are they capable of doing the job, love doing the work, and if possible, have done it before and done it well.

And finally, will they fit in at your organization? It’s a pretty safe bet that if you misjudged the importance of this area, the consequences will ultimately cost you immensely. Skills can be taught, goals can change, but a person who creates problems by not fitting in with the existing team is the wrong choice.

The best way to get to know the person you’re interviewing and gain a proper understanding of what they’re about is to listen to what they have to say. Interviewers should be trained in developing questions and the skill of listening for indicators of the candidate’s self-perception.

In the old style of interviewing questions come out of the blue. They are not formulated in advance or in connection with the job requirements. At best, they are conjured up by the interviewer in an attempt to get an overall impression of the applicant. Generally, these questions are time wasters for both the company and the applicant. Talk that yields little valuable information. Both the content and method of the interview must be developed to accurately and fairly reveal which candidate is best qualified.

When drafting your questions, think of the answer you are looking to get from the candidate. Develop a series of open-ended questions that will enable you to evaluate the match between a candidate's qualifications and the requirements of the job. One of the biggest mistakes I see is the interviewer does all the talking and sells the candidate on the position before learning anything about the person. Interviewers need to learn to let the candidate do most of the talking. Ideally, candidates should be doing 75-80% of the talking.

Attracting, hiring and retaining top talent is not just one person’s job - to attract and retain great employees, everyone needs to be involved in the process and trained in best practices and proper interviewing techniques.

Be the first to find this article helpful.

About the Author

Barbara Trumbly, TruHR Business Consultants
San Ramon, CA 94583

Contact Author: request info

If you would like to re-print this article, please contact the author.
Need some help with your human resources? Get matched to local HR specialists near you.
Find HR Companies

Related Topics

Alternative to the Annual Review
Annual employee performance reviews may do more harm than good

And All Other Duties As Assigned
Job descriptions are a useful management tool, but many smaller companies don't keep...

Consultative Sales - 7 steps to hire the right people
Consultative sales people don’t like to talk and they usually are not the best golf...

How and Why Employee Development Increases Retention
Building a winning development culture and fostering employee retention does not come...

How the Job Market Has Changed
Jobs that existed 10 years ago don't exist today, jobs that exist today didn't exist 10...

Need some help with your human resources? Get matched to local HR specialists near you.

Other Related Topics

What Is The Difference Between Employees and Independent Contractors And Why Do You Care?
This article summarizes the law as it pertains to the differences between Employees and...

Inside Story: Why Most Talented People Find it Hard to Get a Job
There is a very strong recruitment lobby with less talented manipulators sitting at the...

Does Your Resume ROAR? Is it Results Oriented And Relevant?
Recommendations for producing a resume which is results oriented rather than task...

How To Organize Your Workload
Tips on Organizing your work for better Project Management and increased efficiency.

10 Tips for Starting a Successful Staffing Agency
Follow these guidelines to start or grow your temporary / contract staffing company

Editorial Disclaimer: The views expressed in articles published on this website are those of the authors alone. They do not represent the views or opinions of this website or its staff. The articles on this site do not constitute a recommendation or endorsement with respect to any views, company, or product. Authors affirm that article submissions are their original content or that they have permission to reproduce.

Free Cost Estimates   |   Human Resources Consultants Directory   |   HR Consultants Cost Report   |   Free Business Listing

All users of are subject to our terms of use.

Home   |   Articles & Videos   |   Affiliates   |   Networking Groups   |   Search by Category

Terms of Use   |   Privacy   |   Partner Network   |   Your Privacy Choices   |   About Us   |   Contact Us   |   Member Login

©2003-2024 - VentureStreet, LLC

Join Our Business Network