Align With Your Business Goals

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It’s also important to build roles around your specific business goals. What are your organization’s priorities, and how does this role directly impact them? What is it that you would like this role to accomplish versus what is it you need this role to accomplish, and how do you marry the two? Having a guide for what you want this job to accomplish will help you define the responsibilities expected in this role. Make sure the hiring manager and any company executives involved in the decision-making process provide input for their expectations and offer insight as to where and how this role will fit into the organization.

Additionally, it’s good practice to be transparent and let the candidate know how they ghana phone number resource would be contributing to the company. The better understanding an employee has of how their job fits into the business and the ways they’re are making an individual contribution, the more engaged and productive they are likely to be.

Align With Your Company’s Core Competencies
As you craft your job listing, also consider the mission, vision, and values of your organization and how your employees should reflect those elements in their demeanour and their work. How can you articulate in your job posting the type of person that will fit in well with your company culture? Make sure to include aspects of your culture that demonstrate what kind of candidate will be likely to find success in your environment and wants to work towards a common goal. Finding candidates who are not only capable but also a good culture fit increases your hiring success rate and reduces turnover by staffing your teams with people who are both competent and comfortable in their environment.

Training Your Interviewers
Interviewing isn’t as easy as asking a few questions and gauging the response. Prepare your hiring managers with types of questions to ask and how to put a nervous candidate at ease. Your interviewers are part of the process for a reason, but that doesn’t necessarily mean they know how to interview effectively. Supply your managers with guides ahead of the interview to help them plan ahead and scorecards after the interview to get immediate feedback on the candidate. Make sure everyone involved is comfortable and confident before they enter the room in order to get the best results.