6 best practices for hiring every successful team swears by in 2021

September 14, 2021

Hiring practices for successful teams

Creating a dream team is one of the most challenging yet critical jobs that a business undergoes at all times.

Where on one side it can open doors to the highest levels of performance for your business, the not-so-right team can break the spine of your business. And yet that is not the trickiest part of hiring.

Choosing your right candidate amidst a pool of talent in a time-constrained environment is. However, fret not. There is nothing that a little strategic approach cannot overcome, hence we are sharing with your the best practices for hiring.

In this blog post, we dive deep into the nitty-gritty of hiring and team-building strategy that can equip your business in 2021.

6 best practices for hiring to significantly improve your recruiting process

Smart, strategic, and best practices for hiring include planning your recruitment process. If you have not given a complete thought about the areas that you would want to validate about your potential employee, going wrong is easy.

Your central goal for the hiring process is to standardize a systematic framework that could yield desired results time and again. To do this right, you might have to include a hybrid system of tasks that includes refined policy-making and productivity tools.

The problem?

Choosing the right set of hiring tools and policies for quality talent attraction and retention can take significant resources, time, and energy.

This is exactly where we come in. Decluttering your workspace from hours of research and trial and testing hiring methodologies, we bring you 6 time-tested best practices in hiring, that can streamline your recruitment process in 2021.

Conduct a skill test

It might sound obvious but another one of the best practices for hiring is a foundational screening test. After all, you are hiring people to fill a critical job at your organization. This means focusing on the job instead of positions is critical. But the best part is you do not have to do this manually anymore.

With smart hiring automation tools like Testgorilla, conducting a recruiting assessment test is dirt simple. Think of it like your best hiring manager always at work.

Recruiting assessment tests are designed to evaluate the candidate’s skill sets and capabilities in the context of your job requirements. The test helps your HR team to understand the candidate better and make a sound decision on whether they are a good fit for your organization’s demands and expectations.

What follows is time optimization, cost efficiency, and quality hirings all at one time. But to ensure you make the most of your hiring drives, you need to ensure that your test quality is uncompromised.

There are a few elements that you need to be aware of. The time duration of the test, the scoring methodology, passing criteria, eligibility criteria of the test are some. The better you can optimize these factors for your potential hires, the better for your organization.

A pro tip here would be to be as unbiased as possible

Conduct personal interviews

There is no better way to understand a potential candidate than a personal interview. Only assessing their hard skill will take your organization so far. If you have to create a sustainable business and culture, one of the best practices for hiring new employees would be having a one-on-one conversation with the candidate.

This will give you an opportunity to understand what drives them. More importantly, whether their personal ambitions and goals are aligned to your organization or not. But having a productive interview session is more tricky than it seems.

More than often, your potential candidate is prone to give well-rehearsed answers that employers want to hear, so he or she can win the job. This makes the quality of questions so critical in the success of interviews.

The finer the questions are, the better you have success at building the right team. A pro tip here would be to prepare a list of questions that you can ask your shortlisted candidates in your interview sessions.

But here is the deal. Ensure you keep your conversation away from being serious at all times. Remember, you are trying to find out if the attitude of the person in front of you is a good culture fit for your company or it will create a toxic company culture

Try to make casual conversations. Get them relaxed around you in the interview. This will give you a real chance to see who you are considering hiring. Critical soft skills like teamwork, confidence, empathy can be assessed in such conversations.

Conduct an orientation program

Assessing your potential candidates in terms of their comprehensive fit to your organization is one part of the game. The other part starts with setting clear and right expectations of your employees from your organization. That’s why best practices for hiring include an orientation program.

An effective orientation program can ensure your new hires have the best onboarding experience and feel connected to your organization at an individual level.

Starting with the ‘why’ of your company seems like the best idea here. Your company’s vision and mission statements should be included here. Conducting a light-hearted warm-up session for an introduction to all existing team members with the new hires can often create an air of familiarity between your team members. 

Also, consider conducting a complete tour of your work landscape. How you work, your office hours, team activities, non-office hours, cafe, technologies, and collective passion are a few things you can focus on here. 

This is one of the best practices when hiring new employees because it will give your new hires a launchpad for a productive work environment and set them in the right tone of work.

 Automate processes

Automation is a major step taken towards smarter hiring practices. It not only creates more creative room for engaging your hires with your company but accelerates productive work. But to truly master automation in terms of hiring processes, you need to be looking hard in your hiring systems.

Try to optimize the small areas where you can alleviate existing processes. It is the small, cumulative effort that will create a massive impact on your final hirings.

There are so many processes in which you can use automation to streamline your process. From creating custom pre-built templates for ideal candidate profiles to automating initial resume checks there is always room for improvement.

An ATS (applicant tracking system) system commands a special mention in this context.

An ATS creates a centralized and uniflow of a candidate for hiring end-to-end. This means throughout the array of tests, interviews, and filters that you want your candidate to pass through can be managed by this software. 

The best part is it creates hassle-free management for the complete hiring team and a superior experience for the candidate with your organization. But that is not all. 

In the long term, utilizing this software can create a colossal impact in attracting high-quality talent towards your brand for the superior experience your past candidates go through.

Provide proactive hiring assistance

If you are looking to retain your top talent, building trust amongst them is critical. If your potential candidates do not feel that you care about them, chances are they would not work with you. This makes creating transparency in hiring sessions and protocols so critical.

Having a proactive hiring assistance unit dedicated for this work alone can bring the next disruption in your hirings.

Let your tribe know what drives your company. What do you as a company care about? What working with you looks like? Do not hide from showing the personality of your company. This is a great way to attract the right talent to you.

Clearly mention your selection criteria, quality standards, ethos, and principles that you live and breathe each day as an organization. This will put you as an authority. Did anyone tell you that your marketing team can be of huge help here?

A pro tip here would be to automate this process with automated end-to-end chat sessions for your interested prospects. This will save you valuable time while ensuring an uncompromised experience for everyone.

Conclusion

The business world is dynamic. Whatever is the best today might become obsolete tomorrow. This makes creating an agile hiring process critical.

Sure, the above best practices for hiring are to give you the best results for today. However, to sustain that performance you need to keep iterating your model of operations and tools associated with it.

Amongst everything evolving, if there is one element that will always be critical for the hiring processes, it will be feedback. Creating a feedback culture can make sure you can optimize your approaches and strategies to real-time needs.

So now when you have a comprehensive understanding of the best practices for hiring new employees, it is action time.

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