How to Find and Hire Great Employees

Floating in the Sea of Recruitment- The 7 C’s:

Allan Hill, in his article in Forbes Magazine, states:

Over the course of my career, I’ve hired hundreds of people. Some were exceptional employees who were major contributors to our success. Others didn’t work out. In most cases, when an employee left or was terminated, I was the problem. Those dismissed were good people. I just did not know how to properly hire new employees.”

This is a very enlightened statement. How many HR practitioners would take this position of personal accountability?

It’s easy to find blame with someone or something else in any hiring process. HR Practitioners can always blame the hiring system, the candidate, or the external available pool of candidates. Our challenge is to take accountability for the processes that we create, monitor, and implement.

Allan Hill’s article can help you by using the s 7 C’s of hiring.

Click here to read the article.

Take a few moments to review the article and the 7 C’s. As you think about recruitment; what process you would use to evaluate the 7Cs: resume screening, testing, interview, role play, case studies, and environmental scans?

 

Hiring Competency

How will I evaluate or measure?

1 Competent
2 Capable
3 Compatible
4 Commitment
5 Character
6 Culture
7 Compensation

 

 

In order to make the recruitment process valid, reliable, and ultimately successful it takes insight, processes, and rigour on the part of the HR Practitioner. Is it time for you to raise your professional game?

 

Discussion Questions:

  1. Pick 3 of the 7C’s of hiring, how would you suggest these get incorporated into the recruitment process?
  2. How can building a comprehensive recruitment and selection process help to bring accountability to hiring new employees?

 

The Candidate

Sometimes, the interview process can be deadly dull for everyone involved. Heineken, the Dutch brewing company, is noted for its unique and creative media campaigns when it comes to advertising their beer related products. They’ve taken the extra step and have applied that creativity to their hiring campaigns and documented it in this video clip “The Candidate”.

Source: wwwyoumarkit. The above content constitutes a link to the source website.  Please click on the play icon to stream the video.

It’s fun; it’s inspiring; it’s heart-warming. But is it effective? How do you know?

All too often HR practitioners get lost in making sure the ‘right’ questions get asked and/ or the ‘correct’ tests are administered to ensure that the ‘right’ candidate gets hired based on standard Knowledge, Skills and Abilities requirements. Does the Heineken approach allow for an opportunity to get that elusive ‘fit’ requirement between the candidate and the company? Does this process make the decision to hire the right person easier at the end? Are there other benefits to this approach?

If nothing else, this clever recruitment strategy provides a great promotional opportunity for Heineken to elevate brand recognition and to ensure vast international interest for future recruitment strategies. It also challenges other employers to step up their game when it comes to interactive recruitment processes in order to ensure that the best candidate gets the job.

Let’s recognize that Heineken, as a vast global organization, has the money and resources to put this recruitment campaign into place. Most employers would not have access to do any of this kind of recruitment on such a huge scale. Having said that, all employers, with the guidance and support of an effective Human Resources team, want the same result – to recruit, select and hire the best person for the job.

Discussion Question:

  • How will you as the HR practitioner make sure that the best hiring fit is ensured no matter how big or small your organization may be?