By Alexis De Sela
Last month, I discussed the important elements of recruiting new employees including crafting an accurate job description, completing a position analysis and creating a list of specific behavior based questions. It’s always important to take your time and do it right.
The next step takes us to the selection process. Elements of a successful selection process include:
- Taking notes and active listening
- Evaluating the candidates using an evaluation form
- Having an interview partner or committee when possible
- Conducting a peer interview when possible
As you greet the candidate pay attention to handshake, eye contact, dress, and overall demeanor. Once you put the candidate at ease, begin to ask your questions. Pay close attention, take notes, and listen carefully to what is said—and not said. A typical interview should take about an hour.
After the candidate leaves, confer with your interview partner or committee and use an evaluation sheet to score the applicant. The scores might be 1 through 5 for each category or key job element. Use the profiles to create key elements to score. These might include: professionalism, knowledge of non-profit milieu, experience in working with boards, leadership, etc. If you conduct a peer interview in addition to your interview, have this interviewer also complete an evaluation.
Once all candidates have been interviewed and evaluated, rank them according to total evaluation scores. Talk through the evaluations with others who interviewed and don’t neglect instinct and overall fit. If, after you have interviewed all candidates, you still don’t feel you have the right person, interview more until you find your ideal candidate. A poor hire is far worse than having an empty position for a bit longer. The key to success is to undertake a rigorous interview process.
When you find your ideal candidate, make them an offer. The offer should always be contingent upon you conducting a reference and background check. Check with your HR department or legal counsel on the proper verbiage for the offer letter and make sure the candidate signs the proper release and authorization for you to conduct the appropriate background checks. Before you call for references, let the candidate know you are ready to make the calls so s/he has an opportunity to alert the references prior to your call.
If all checks out satisfactorily, let the candidate know and firm up your offer.
The last piece of the puzzle is to make sure you have an onboarding process in place that will facilitate the candidate’s transition into his or her new job. The first 90 days are extremely important to establish effective job expectations, communication, work habits, and internal and external relationships. Regular meetings with your new employee will help ensure s/he is assimilating successfully. Once you find the right employee, you want to make sure you retain her/him. Retention requires attention, development, and effort. Just like any successful relationship!
Bacon Lee & Associates conducts job searches and can create tailor-made onboarding processes. Please contact us for more information on the services we provide.