Companies start by "getting the right people on the bus".
Hiring can be described by analogy as “picking people to put on the bus”. Putting people on the bus who are not a match for your company runs the risk of them not behaving the way you want or having poor teamwork with those around them. And it’s not easy to get someone off the bus once they’re on it. In addition to identifying “excellence,” it is important to consider hiring criteria and hiring processes that match the company culture.
Create Hiring Criteria
Create hiring criteria not only in terms of specs and hard skills, but also in terms of soft skills and values. In doing so, it is important to think about it in the light of your company’s corporate philosophy.
Design and Implement the Recruitment Process
Choose the right recruitment methodologies, such as interviews and psychological assessments. In addition, it is important to expose the company to as many people as possible in order to see how the company culture matches.
It is important to engage in onboarding activities that involve the workforce and support their retention and success in the field, so that they are not left behind.
Recruiting Criteria Design
Design the criteria to find the “right” person who matches the corporate philosophy and culture.
Interview Skill Training
Install evidence-based interview skill as well as learning basic psychology theories about human bias.
Hiring Standards and Interview Sheet Creation
Company A faced a challenge of having a hiring process that was unsophisticated and inconsistent in its standard. We helped them to develop a new hiring criteria and interview sheets based on their company’s philosophy, corporate culture, and the type of people they are looking for. Based on this, we also helped to develop sample interview questions. As a result, a common understanding of the “desired talent” was created within the company and the interview became clearer.
At company B, on-site managers are in charge of the job interview. The interviews were conducted based on each individual’s sense of value and hence were not standardized. To solve the problem, we helped to educate them on the skills of how to appropriately identify and ask questions, etc., so that they can conduct interviews with a common quality. As a result, the HR department and the on-site managers’ viewpoints became aligned and the overall quality of the hiring process improved.