Engage Your Employees in the Hiring Process

When going through the hiring process, the obvious end goal is to hire the best talent. However, you’ve probably never realized this same hiring process can actually help you hold onto and develop the employees you already have!

Think to the most recent interview you had with a candidate. Who was in the room with you? Was it just the hiring manager and the candidate, or were there more people involved? The interview is a key point to get your employees involved.

Once you have your candidates narrowed down to the final options, bring in staff the candidate would be working with. Let them sit in on the interview and get to know the candidate.

Why? Here are a few good reasons:

  • Another Point of View – Allowing other staff members to sit in on an interview brings in another set of ears, as well as a fresh perspective and relevant expertise. If this employee is going to be the new hire’s direct supervisor, he or she will know better than anyone what skills and characteristics this candidate should possess. Involving this employee allows for another person to get a feel for the candidate and to help decide how they would fit in the organization.
  • Team Fit – They say a first impression goes a long way, and this is true for both parties. Having multiple staff members present in the interview helps the candidate get an immediate feel for the company culture and can be a great way to help them feel comfortable in the position, if hired. Another benefit is the potential to see how well the candidate gets along with the staff. In any team, the team is only as strong as its weakest player. You want to make sure all members of the team interact well with each other, and that there are no clashing personalities to hinder the success of the team.
  • Professional Development – Aside from the staff members getting to know the candidate, they are also getting to know the company better. Staff members may learn interesting facts and policies of the company they were not previously aware of. This can cause for curiosity to rise in these employees, and they may have a desire to get more involved and learn more about these issues.

After the interview is where you are really able to work on developing your employees. When the interview has concluded, take time to debrief. By debrief, we mean meet with your employees for discussion. And yes, we said meet – this type of conversation is best held in person, not over email.

If members of the team work in different offices and an in-person meeting is hard to facilitate, try a face-to-face meeting online. Although you are not physically together, the face-to-face communication is still present, allowing for stronger communication.

Debriefing with your employees after the interview is crucial. This allows a designated time and space for everyone involved to get together and compare notes on the candidate. It is also, however, the perfect time for employees to bring up questions they may have formulated relating to teams and the company itself.

When employees get together to discuss the interview, they are also able to discuss problems within the team and ideas for trying to solve them. This allows for employees to get more involved in the business, and have their input heard and valued by other members of the team. Employees will also get a chance to put in their two cents about how this candidate could help solve these problems in the team.

Finally, during the debrief, everyone must present their reasoning for why this candidate should or shouldn’t be hired. The idea here is to be sure everyone is on the same page. If some aren’t, this allows time to address concerns before the hire, rather than after the candidate has already joined the team.

Maybe you’ve read this blog so far and thought “but I’m filling a senior position, why should I do this?” The answer is simple: everyone in the organization is part of the team. For the team to be cohesive and successful, the members must get along and work well together. Involving employees, no matter how big or small the position, can help ensure you are creating a winning team.

 

 

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