How Can You Select Winners For Your Team?
In the previous newsletter, we walked through how your company could improve upon the recruitment process in five easy steps (If you missed this article and want to have a quick skim before jumping into this one, you can find it on our blog by clicking here). Since we published this article I have had many clients reach out to ask about one section in particular so I thought we would take this opportunity to look at using interview questions to ensure you are hiring the right fit for your business.
Without a doubt, recruitment and selection is one of the most critical processes HR and business leaders will participate in. Getting the selection of a new employee right means a happy and harmonious team; But if you get it wrong it can have huge cultural and financial implications for the business. Think about the additional steps you will need to take to manage the poor performing employee out of the business, as well as the further time and financial implications of going back to the drawing board again. This flow on effect costs businesses on average 300% of the candidate’s base salary. Is this a cost your business wants to face?
So how do we avoid hiring a poor performer?
Great hires can be identified through their ability to competently undertake the technical aspects of the role in addition to ensuring that their individual work style and preferences are aligned with your company culture and values. These key qualities can be drawn from the candidate quickly through behavioural screening tools and psychometric assessments, reducing time and money invested in the recruitment process overall.
Behavioural screening and interviewing is a quality tool that allows you to quickly identify the ‘red flag’ behaviours with candidates while remaining objective. Are they a team player? How do they handle team conflict? Can they reflect on why something didn’t work and strategise how to make this work in the future?
Some of our favourite behavioural screening questions include:
1) Tell me about a time you enhanced your organisation’s performance? What did you do and how do you know you made a difference? Is there anything you would have done differently in hindsight?
2) Tell me about a time when you have had to take charge of a situation that was changing quickly. What was the situation, how did you approach the task, and what was the result?
3) What is the most stressful conflict situation you have found yourself in at work? How did you handle it? Reflecting back, if it happened again, would you handle it differently?
Questions like these, partnered with a reliable competency based assessment allows you to understand who you are hiring and how to motivate and manage them before you sign on the dotted line. For example; Psychometric assessments can provide you with a wealth of information on how to motivate and manage a new hire, their probability of success in the role and how well they will fit your desired company culture. Our team of psychologists can also add an additional section into the report to provide you with tailored behavioural screening questions based on their assessment results.
The people that you bring into your team are critical to the success of your business in more ways than one, so ensuring you are selecting winners is critical! If you are interested in getting some help to improve the quality of your recruitment and selection process without any placement fees, contact us at 1300 559 585 to discuss your individual needs. Don’t forget, the team at TalentCode HR are always here to help you with your HR strategy.
