When your company hires someone, you’re not just filling a position; you’re changing the makeup of your entire organization.
Hiring someone to replace a departing employee brings subtle changes in the way that job gets done, which could have a ripple effect throughout the entire department and the company as a whole. Bringing different people in as you expand your company creates new dynamics and changes the way your entire operation functions. In short, there’s a lot on the line when you acquire new talent.
Yet even with so much riding on the talent acquisition process, far too many companies go about it half-heartedly. They waste time and resources sifting through a mountain of applications, many of which are from unqualified candidates. They ask interview questions better suited for a Barbara Walters special than a serious assessment. Worst of all, these inefficient and ineffective talent acquisition processes lead companies to hire the wrong people for their needs.
It’s been estimated that 80 percent of all employee turnover is due to flawed hiring processes, according to the Harvard Business Review.
Ron Emery, CEO and Founder of icrunchdata has put together this awesome Infographic and using the steps outlined below will undoubtedly help your process.
Author
Paul Slezak
With over two decades of experience in the recruitment and human capital industry, Paul Slezak has established himself as a transformative force in the realm of leadership and career coaching, group facilitation, and talent acquisition. His unique perspective, drawn from his early career as a leader in global recruitment firms and his entrepreneurial success with his own start-up, has enabled him to make a significant impact on leaders, teams, and organizations across the world. Paul's passion for helping others achieve success and high performance is evident in his commitment to transforming leaders and their teams at local, national, and international levels. He specializes in promoting the importance of human-centered intelligence, focusing on soft skills such as authenticity, transparency, and trust to complement business-centered acumen and drive better workplace outcomes. As an impartial facilitator, Paul brings his expertise to team offsites and strategy days, ensuring alignment on goals, values, and culture while keeping participants on task. His engaging and energetic presence, coupled with his unique "entertraining" and "edutaining" delivery style, enables him to connect with audiences both large and intimate, sharing personal and professional anecdotes that inspire and energize.
