In Part 1 of this series on hiring winners, I wrote about how having a goal for the hiring proocess is critical. The goal is to end up with 3 candidates capable of doing the job.
Part 2 in this series is also about planning and preparation.
After creating a goal for the hiring process, the next step is to create a team of interviewers.
Do not skip this step. To do so is to put all your other efforts at great risk.
You need a team of at least three people. Why, because you can’t trust yourself to make such an important decision alone!
Your candidates will start out presenting only their best to you. It’s human nature. And this initial image can be, and usually is, very misleading.
A team of interviewers will give you a much better picture of the real candidate in front of you.
Step 1 is to create a good team of interviewers. Once again, this is where “3” comes in. You want at least three people on the interview team. Ideally:
- Yourself
- Someone who will be the candidate’s peer
- Someone who is a customer, client, or member of your business
These three team members all come with their own unique perspectives. Their observations and opinions will be critical to your decision-making by exposing the candidate to a variety of critical perspectives.
Ideally, you will want to recruit people to your team that have a variety of skills and backgrounds.
Consider:
- People with HR experience
- People who have run service businesses
- People representing your ideal customer avatar
When asking people to serve on your hiring committees make sure you outline the expectation clearly in writing including:
- The group’s mission and goals
- Time committment
- General expectations
- Reasons for their inclusion
- Gratitude and appreciation for the commitment to help in such an important way
People love to help out and be part of the solution. They will appreciate your including them.
To review Part 1 of this series go here.
Stay tuned for Part 3 in this series.
