HOW EFFECTIVE IS YOUR HIRING PROCESS?

Human Resources' role is much more than hiring and firing employees!  However, in the last several years many companies are being challenged in finding employees that are "good fits" for positions and/or having difficulty retaining them.  An Effective Hiring Process requires being strategic and preparing ahead with solid research.  A company is wise to develop an "effective hiring process" as the early portion of Talent Management.  NOTE THESE POINTS:

1. There is no real need for a candidate to be interviewed by a dozen people or to go through numerous interviews.  The hiring process should be able to eliminate a number of candidates via a phone interview.  (Do they possess the requirements?  Do they have the type of personality for this particular position?  Do the candidate's expectation match your organization?  Etc.)  The fact is some candidates' resumes are more flattering but not accurate.  Others may not have the best resume, but could be very talented and knowledgeable, which is why phone interviews can be enlightening.
2. Are assessments needed?  Sometimes but not always.  It can depend on the position and the work culture and environment.  Assessments can be useful if the position is part of a team or an integral part of a department, etc.  Also, if you are seeking a candidate with the potential for future growth or leadership, certain assessments can help you identify their strengths or where they need coaching or training.
3. When interviewing candidates for the same positions, the interview questions should be the same in order to compare one candidate from another (apples to apples).  Once you reduce the number of candidates to 2 or 3, the follow-up interviews might include questions based on each candidate's background, experience, or personality.
4. Once you select the best candidate, it is critical to provide an On-Boarding program for the candidate that will ensure that this candidate has a solid foundation regarding the company and a credible resource, who can relay and instruct using accurate information.  When the position is one of leadership, an "outside" On-Boarding Coach can be much more beneficial. 
5. However, don't forget that in an Effective Hiring Process, the "Talent Management" Program should not stop until all training and coaching are accomplished, and the candidate is prepared to fill the ultimate role planned from the start.  Also, by providing "On-Board" Training and other supportive growth options, you will be more apt to "retain" those good employees.
6. Once you find a good candidate, who possesses "good talent", be sure to use your company's Talent Management Program with this candidate in order to help your organization reach its full potential.  Then you know that you have an Effective Hiring Process!