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Using unstructured hiring format can only explain 14 percent of an employee’s performance.
Trusting your gut when hiring is like throwing darts at a board. Blindfolded.
Bad hires come at a great cost!
Careerbuilder estimated that a single bad hire
can cost your team $50,000 (besides their salary!)
in lost productivity, morale and logistic costs.
Zappos now offers new hires $2000 to leave after
the first week of training.
How to recruit top customer service agents?
- understand the role you’re hiring for,- create a great job description,- optimise interviews,- evaluate the ongoing process annually.
Understand the role
To paraphrase Einstein: “If you’re searching for someone to climb a tree and HR is only giving you fish, you’re not going
to get a great hire.”
The Questions to Align Your Expectations:
• What will the new hire be expected to do? In 3 months? In a year?• How will they be measured?• What qualities will they need to fit in well with the team?• What experience or background do we expect them to have?• Who has been successful in this role before and why?• Bring example resumes and talk through the pros and cons of specific candidates.
Create an Attractive Job Description
Present the vacancy and showcase your company’s personality.
The Opening
- provide the essentials: the position, location, and other essential information in a conversational tone. - quick description: boil down the essence of the role.- ideal candidate profile (Zapier “About You”).
Be clear: • use bullet
points.
The Job
Be inclusive – generally, top candidates with just one year experience are better than poor candidates with 10 years of experience.
Experience Needed
Give a bit more company background, put benefits and perks here.
Get inspired (by Acuity Scheduling):
Wrap It Up and Give It Personality
A simple LinkedIn search can find local (or remote!) talent that fits the experience you’re looking for.Finally, ask your high performers to refer good candidates and reward them for it.
Actively Recruit the Kind of Candidates You Want
Good quality candidates move quickly. Don’t leave them in limbo for long! Job interviews are a two-way street. Sell the role and your company to candidates.
Make the Interview Process Work For Both Parties
- get process feedback from both successful and unsuccessful candidates: How did they find the job opening? Did it match their expectations?- evaluate new hires: Are they the right fit?- get metric savvy: What percent of applicants make it to an interview? What percent of interviewees make it to the offer? How many offers are turned down?
Evaluate the Hiring Process
Read on here.
We pick companies because of their products, but we often leave them because of
theirs service failures.
Matthew Dixon, Nick Toman, Rick Delisi
THE EFFORTLESS EXPERIENCE
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