What helps employers find better employees? Mars Venus realizes some employers may be utilizing monster, google searches, and checking out potential employees Facebook profiles to find better qualified candidates. Here’s a new way of hiring for your company that you may not have been aware of thus far, but is more time-efficient and cost-effective. Mars Venus explains, if you don’t change your hiring process system, then you’ll just get more of what you’ve already gotten. Here’s a proven recruiting and induction system on how to get the cream of the crop. The four hour format is based on the following four principles:
(1) Attracting a large pool of applicants allows a greater likelihood to find the right person.
(2) Utilizing multiple levels of screening, less time will be wasted on lengthy interviews with under-qualified applicants.
(3) Observing a shortening list of applicants performing essentials of the position in real-time eliminates being surprised on the first day with an applicant’s actual vs. referenced performance.
(4) Assessing a short list of applicants helps ensure you’re making an appropriate match.
If you hire a person on the first meeting, I guarantee you it will not be the same person in 2 weeks. You’re taking a risk. You really are calling on Lady Luck and the luck of the draw if you base your decision on the 1st interview. Typically, you show the best version of yourself when you first meet someone. How about after meeting someone for the fourth time? The 4 step process requires applicants to show up 4 times. Those able to follow through and are consistent in their demeanor are the ones who really want the job. You are not necessarily looking for the right or wrong person, the 4 hour format allows you to just get more of a feel for the person.
Mars Venus has devised a 4 hour format is designed to give 1 hour meetings over 4 times with 1 or 2 days in between.
The first time you meet is in a group. (Don’t tell applicants beforehand that it is a group interview.) The first meeting let’s you see how they interact with other people as you identify their personality profile, and what the job entails. Near the end have an impromptu stand up session where applicants tell the group why they should be hired over everyone else. A typical group is about 8-10 applicants. Companies often require group work, and this meeting is designed to weed out people who do not like that environment, or are unable to work in a group.
The next meeting one to two days later is 1-on-1 deeper, job expectations, what they’ll do with the pay, show up on time a second time, wear same professional clothing about 50%, 15 in room 10 to next step. Or only 1.
Two to three days later do an on-site screening of your leads (test drive). This is where they meet the rest of the team 1 on 3. Mars Venus suggests at this time each of your team members can ask questions to assess if the applicant is qualified, and if the dynamics are there to work within your organization. Identify what 3 things are absolutely essential for this applicant to do well? Then test drive candidates to complete 2 to 4 hour trial of top 3 responsibilities/tasks of positions. De-brief on-site screening (test drive) with candidates. Include your existing team members in review of candidate performance. At this meeting see again if the applicants are presenting themselves as the same person as on the first meeting. Do they consistently show up on time? Are they courteous? Are they still dressing professionally? Develop your short list of candidates (around 2-4).
This is the actual final interview and hire. If the applicant has shown up all 4 times, if the applicant has been on time all 4 times, the applicant has been wearing professional clothing each time, they have been presenting themselves the same. Then the last man standing wants the job for the right reason. Use open-ended vs. close-ended questioning: “what have you…, how have you…” to uncover actual past experience pertaining to skill set and tasks required for your position. Use the same questions for all interviewees, then rate the response 1-5 and record comments. Rank short list according to preferences, then check references of top choice. There are several websites offering pre-employment Test that will facilitate the process. Then negotiate salary and make an offer by completing the hiring agreement/contract.
Mars Venus Believes if you follow this process to the letter and you will hire qualified employees that stand up to the test of time. Try this system if what you have been doing to hire candidates has not worked for you in the past. Close the door at step 1 if the applicant is not able to abide by your expectations.