6 Steps Business Owners Should Consider When Beginning the Rehiring Process

After years of slow hiring, companies have started to rehire and are ready to plan for the future of their organizations. Hiring new people can be a huge expense. If you are looking to maximize your investment, you should consider the following six steps. We have seen them work very well for our clients time and time again during the rehiring process.

1. Look at your current job descriptions and update them to what your business needs now. What is needed to drive your future?

2. Learn some behavioral-based interviewing. Too much of the old kind of interviewing still exists. For example, you would sit across from your candidate and say, “This job requires a lot of hard work and a lot of overtime. Are you okay with that?” And the candidate says, “Oh I love overtime. I’ll work 26 hours a day.” Of course that is the candidate's response -- what else would they say? You’ve already told them the answer you want. It is important to learn some behavioral-based interviewing skills that allow you to uncover the truth of how these candidates tend to react in certain business situations to see if they will be a good fit for your organization.

3. Have multiple people in your organization interview candidates in multiple places. For example, in your office, in a conference room or at a Starbucks. People will act differently depending on what their surroundings are. So, as you’re looking to bring on someone new to the team, get some of your other teammates involved. Teach them some behavioral interview skills, and have multiple people interview potential candidates in multiple places.

4. Take a good look at your on-boarding process. When you hire someone new, you’re making a decision to invest significant dollars. How are you planning to bring this person on board? How will you get them up to speed and to understand your culture? How will you teach them to what to do once they’re on board? Too many on-boarding processes are just bringing somebody in, giving them 5,000 pieces of paper to fill out, taking them around the office and introducing them to 50 people. The next day, they don’t remember anyone’s name and you never see them again. It is extremely important to take a hard look at your on-boarding process. Make sure that it is over time and that it allows this person to understand your culture, get acquainted with your group and to learn how to become part of the flow.

5. Provide regular feedback. If you’re bringing on someone new, then be sure to spend some time with them and provide your input along the way. This does not mean an annual appraisal. I’m talking about regular, real-time feedback. Promise it in the interview process and it will give you a competitive advantage when hiring. Then, you need to deliver on that promise. Make sure that they understand what they are doing well and what they need to work on.

6.  Invest in the development of your team. If you’re bringing on new talent, then train and invest in them. Let them know that this is the real deal. Look at your current leaders and members of your team. This isn’t just about new hires. Honestly, you may not need to hire anyone if you are able to retain the talent you already have. In other words, you are guaranteeing that you will have to hire new people if you are losing your current talent. Invest in your current talent. Let them know they are an important investment to your organization and where you want to place your future.

Following these six steps during the rehiring process will be an integral part of preparing your organization for the future, as well as making sure you are getting the maximum return on your investment.

Please LIKE us on Facebook and FOLLOW us on Twitter (@ex3matters, #ex3) to stay up to date with the lastest blog posts and educational articles. Additionally, if you'd like to receive weekly wisdom in your email inbox, sign up for our free newsletter. Buddy Hobart has also written an excellent eBook about consulting, entitiled, "Experience Matters." Click here to get your free copy.