- Keep the entire process consistent for each and every applicant.
- Make a plan that aligns with the goals of the open position before you even start to hire... and stick to that plan!
- The plan should extend to interviews. Keep the same format, ask the same questions, and record all of the answers so you can review everybody fairly at the end.
- Create a diverse hiring committee to help eliminate unintentional discrimination or biases. Each person can have different priorities for the new hire, but everybody should agree on the final plan and goals.
- Periodically evaluate to make sure you're still on track. Is everything still consistent? Should something be added to the plan?
- Have weighted qualifications. This will help you stick to the priorities and adds objectivity to your skills evaluation.
- Written tests are also great, but make sure they're marked objectively, possibly by an unbiased third party. Also be sure they're relevant to the requirements and weighted accordingly.
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You have a great opportunity and an influx of valuable candidates knocking on your door to get that job. (What a great problem to have!) Who do you choose?
Before you jump to hire your favourite person, take a step back and make sure they're really the best fit. Was your screening process consistent enough? Do you really know who the more qualified people are?
A fair and consistent hiring process ensures that when your options are marginally close, you pick the best person for your organization. If anything, though, you should be concentrating on a fair process because it's the right thing to do.
So, how can you be confident you're recruiting ethically and in the best interest of your company? Here are a few quick points: