By using the Strategic Interviewing Process your organization will have people with the right skills to succeed in their job, help bottom-line profitability, and keep up with current and on-going business needs. Hiring right is a process, not an event. The steps to a successful selection process include:

1. Job Study
2. Recruitment Strategies
3. Pre-screening systems
4. Strategic Interview
5. Background checks
6. Making the offer
7. New employee orientation

For an example of how the Strategic Interviewing Process fits into your employee performance plans, download this file.

Job Study
Taking the time upfront to analyze the job will make all the other steps work. Identifying what it really takes to be successful in the job, whether it’s a new job or a promotions, helps make sense out of the selection process. Working with our Job Study process helps put that gut feeling, know-it-when-I-see-it experience into measurable, identifiable behaviors that everyone understands. This step is the foundation to a successful hire that will last.

Recruitment Strategies
Once you know what it takes to be successful in the job, you can build a marketing plan to find and attract the right people. Establish a process to identify where and how to find people with those critical success factors and experiences. Learn when and how to use technology in your search, and how to attract great candidates.

Pre-screening Systems
Using objective skill assessments can help narrow the scope of the interview process. This step takes out any subjective issues, and focuses on identifying a potential skill match. Using validated tools to make sure some of basic skills are there helps put consistency in the process, and save interviewer time. Screening can include skill assessments, background checks and other tools depending on the actual job requirements.

Strategic Interview
The interview is your face-to-face chance to find out from the candidate if there is a potential for a great job fit. A successful interview is more than just asking questions, a process must be in place to get the best results. Your hiring team will have a simple process that makes sense to them and the candidates, and streamlines time-to-hire. Hiring managers will build job-specific interviews, and receive the tools to conduct and evaluate interviews. The process is immediately applicable on the job! For an outline of our Strategic Interviewing class, click here.

Job Offer
Once you’ve identified the right person for the job, the job offer is key. There is a right way, and a not so right way to turn the candidate into an employee. Find out the steps to set up a job offer process the candidate will accept, and that you can live up to!

New Employee Orientation
Yes, this is part of strategic hiring. The candidate you’ve worked so hard to attract, select, and hire, now is an employee with expectations. How you treat the employee in the initial phase of employment will be critical to their performance and job satisfaction. Orientation is not a single event reviewing benefits, rules, and procedures, it’s a process to help the employee understand the culture, expectations, and their contribution to the success of your organization.

Find out more about how to hire right and hire to last. Schedule a free initial assessment of your selection process with one of your selection experts today! Email a selection expert or call 949 654-2534.