Welcome to where the magic happens. Every project, class, system and process I have ever implemented started with a blog post RIGHT HERE. So dig in, there is gold in these electrons.
Part 4: Measuring Your Results
Hiring needs to be a trackable, multiple step process or as the saying goes “measure twice, cut once”. We simply can not afford the cost of our time, effort and potential loss of customers or revenue because of a bad hire. So today we are digging into the setup of your new hiring system
First, before you start using the system you MUST create a “hiring dashboard”. Usually its a spread sheet or project document that allows you track each candidate as to where they are in the process and how they are performing at each step. This is a crucial tool that will help you to not only keep up to date with your candidates but it will also help you to see where and what steps need to be improved in your system (I will be posting a sample of this at the end of the week). This document can also be an excellent communication tool. It should be posted on a shared resource drive so all members of the hiring team can update the dashboard as needed as well as check on the progress of all candidates in the pipeline at any time.
Next you need to establish a scoring or rating system for each step of the system. My rule of thumb is KISS (keep it simple stupid). I generally have 3 possible scores, 1) acceptable 2) not acceptable 3) above average. This methodology allows the actual “math” to be relatively easy. You total the 3 answers and factor in your “gut” feeling when you have candidates who are close in answer results. I promise you will find that the best candidates are ALWAYS the highest scores if you use the right measures.
Okay, that’s it for today tomorrow, 4/09/08, I will begin to detail out the the first steps of the Hire Right System, talk to you then!
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