Economists tend to assume organisations will figure out how to get the right people they need to fill vacancies. What if that is wrong? Only about a third of organisations monitor whether their hiring practices lead to good employees, and they spend a huge amount on the process. So, it would make sense to get it right. What works?
Firstly, think about promoting and filling positions from within. If you persuade someone to leave their current employer by offering them more money, what you get is a worker more interested in the money than in work challenges and career opportunities.
Second, test the actual skills that will be useful in the job before hiring and give applicants a realistic understanding of what the job actually involves.
- And finally, evaluate hiring by following up on how employees actually perform. A job market will always have some element of musical chairs, but it should also encourage lasting matches when the fit is a good one.
The above leadership tip...
was sent in response to a question from a participant on our 10/10 leadership development and mentoring programme. Whether you're a first time manager or an experienced leader, straightforward, practical advice on best practice is hard to find. Until now. To find out how you, your team or your organisation can benefit, please join us on our next complimentary webinar or contact us.