What are High Probability Hires and How to Find Them?

What are High Probability Hires and How to Find Them?

Are you tired of hiring mediocre employees who don’t meet your company’s standards? Do you want to attract top talent and build a stronger team? Look no further! In this article, we will explore strategies for creating a killer job posting, linking professional development opportunities to performance records, and building trust and transparency with candidates. By taking a fresh and authentic approach to interviewing and onboarding, you can increase your chances of making strong hires that will contribute to the growth and success of your organization.

What is a High Probability Hire?

A high probability hire refers to a job candidate who has a higher likelihood of success in a particular role within a company. This candidate possesses not only the necessary skills and qualifications, but also the right personality traits, work ethic, and cultural fit for the organization. Identifying and hiring high probability candidates can improve the efficiency of the hiring process and result in higher retention rates, better job performance, and improved overall team dynamics.

The Challenge of Hiring High-Quality Employees

As an employer, finding and retaining high-quality employees is one of the most important aspects of running a successful business. The hiring process can be a daunting task, but with a fresh and authentic perspective, it can also be an opportunity to attract top talent and build a stronger team. By taking a new and refreshing approach to interviewing and onboarding, you can increase your chances of making strong hires that will contribute to the growth and success of your organization.

Hiring high probability candidates can be a challenging task for companies. These candidates are typically in high demand and may have multiple job offers, making it crucial for companies to stand out during the hiring process. Additionally, high probability candidates often possess a unique skill set and may require a specialized hiring process to effectively evaluate their fit for the role. Companies may need to allocate additional time and resources to attract and retain these top-tier candidates, but the payoff can be significant in terms of increased productivity, employee satisfaction, and business success.

In this article, we’ll explore strategies for creating a job posting that speaks directly to the needs and desires of potential candidates, linking professional development opportunities to performance records, and building trust and transparency with candidates. These are just a few ways to improve

Did you copy someone else’s job ad?

When you look at most job posts, there are a lot more words devoted to “this is what we require for you to work here” than there are words about “‘this is why you’re going to love working here.” And all those requirements sound just like the requirements of every other company. There’s nothing to set you apart, to grab the attention of the right high performers so they stop and say, “Wow, I’ve got to have this job.” The key to writing a killer job post isn’t copying what someone else has done.

When crafting a job posting, it’s important to remember that potential candidates are evaluating your company just as much as you are evaluating them. To attract top talent, your job posting should highlight what makes your company unique and why it’s a great place to work. This could include things like company culture, benefits, growth opportunities, and any other perks that make your company stand out. Be sure to communicate these details in a clear and compelling way, using language that speaks directly to the needs and desires of potential candidates.

Speak about professional development.

Think about it….one of the key reasons people leave jobs is for professional development. Do you offer it?

By linking professional development opportunities to performance records, you can not only identify top talent, but also improve the selection process. This is because candidates who are interested in professional development are often more motivated, ambitious, and invested in their careers.

When discussing professional development with candidates, be sure to ask about their career goals and aspirations, and find out what kinds of training and development opportunities they’re looking for. This will help you identify candidates who are a good fit for your company and who are likely to contribute to your team’s success.

For more tips on emotionally intelligent interviewing, click here.

Being authentic and personable is crucial.

This ability to create a natural bond based on both the company’s and the individual’s needs benefits the hiring company tremendously in terms of locking in candidates’ hearts as well as their minds. And what better opportunity is there for you to demonstrate who you are as a leader and hiring manager?

Building trust and transparency with candidates is essential for establishing a healthy new hire relationship.

This means being authentic and personable, and demonstrating who you are as a leader and hiring manager. When interviewing candidates, be sure to ask questions that allow you to get to know them as individuals, and share information about your company, team, and culture. This will help candidates feel more comfortable and confident in their decision to join your company, and will set the stage for a positive and productive working relationship.

When being authentic and personable with candidates, it’s also important to ask if they require any accommodations during the hiring process or in the workplace. This shows that your company values diversity, equity, and inclusion, and is committed to providing a welcoming and supportive environment for all employees.

Additionally, be transparent about the hiring process, including timelines, next steps, and any other relevant details. This will help candidates feel informed and engaged throughout the process, and will set the stage for a smooth and successful onboarding experience.

Key Takeaways:

  • To find high-probability hires, create a job posting that highlights not just what the company requires, but also what makes it a great place to work.

  • Linking professional development opportunities to performance records can help identify top talent and improve the selection process.

  • Being authentic and personable with candidates is crucial for building trust and transparency, which leads to a healthy new hire relationship.

Taking a new and refreshing approach to interviewing and onboarding can lead to stronger hires and better teams. By creating a job posting that speaks directly to potential candidates, linking professional development opportunities to performance records, and building trust and transparency with candidates, you can attract and retain top talent.

If you feel your company’s selection process could use some improvement visit https://www.highflyerhr.com/contact-us/ or call (225) 930-8300 to see how your company can stay competetive and attract high probability hires.

How to Hire Great Employees:  4 Tips for Emotionally Intelligent Interviewing

How to Hire Great Employees: 4 Tips for Emotionally Intelligent Interviewing

Have you ever noticed how certain managers seem to have a natural talent for hiring excellent employees? However, some clients still blame new hires for not being a good fit, when in fact, it could be the result of weak, unprepared interview questions. Read on to discover emotionally intelligent interviewing techniques that will help you hire great employees.

Asking the right questions: Ask questions that help gauge candidates’ interest in the opportunity and their level of commitment to the position. Some examples of effective questions include:

  • “Based on what you have heard so far, why would this position make sense at this point in your career?”
  • “If you were to accept this position, how would you explain it to your family and friends as to why you accepted this job?”
  • “When we check your references, what are they going to tell us? What’s the greatest asset you will bring to this position? What areas of training and/or personal improvement are you focusing on at this point?”
  • “Where should we be prepared to give you the most training, direction, and feedback in your first 90 days based on your understanding of the position?”
  • “What question were you hoping I would ask you that I did not?”
  • “In terms of your sense of urgency in finding a new opportunity, when would you be in a position to accept or reject an offer?”

Avoiding unacceptable questions: Interviewers should avoid asking questions that relate to age, race, gender, religion, or marital status

Coaching approach: Take a coaching approach to candidate selection that engages both the candidate’s mind and heart. This approach helps build trust and establishes a connection with the candidate, leading to better candidate acceptance rates

Importance of interviewing experience: With the high demand for qualified talent, interviewing experience takes on immeasurable importance in terms of candidate acceptances. Therefore, it’s essential to invest in developing and improving your interview skills.

Hiring the right employees is crucial to building a successful team. By using emotionally intelligent interviewing techniques, you can improve your selection process, avoid weak, unprepared questions, and ultimately hire great employees. If you feel your selection process could use some improvement, click here to contact us.

5 Simple Ways To Improve Employee Onboarding

5 Simple Ways To Improve Employee Onboarding

An employee’s days and weeks at work can be stressful, chaotic, and overwhelming—and then there’s the new hire.Strike a confident, considerate tone by creating an employee onboarding process that is personal and positive without making it complicated. It should answer, in short order, the four main questions all new employees have:

  • Who is my boss?
  • What are my main responsibilities?
  • Where are the breakroom and restrooms?
  • Where can I put my coat?

While simple, how well your company addresses these “basic needs” questions will set the tone for how you operate throughout your new hire’s entire career. The point of a solid onboarding process is to increase employee engagement, loyalty, and tenure; without it, you’ll sink more time, energy, and money into the repeated training of new hires than you will other crucial aspects of your business—and that rarely works out well.

Here are five simple ways to make a positive impact on a new employee.

1) Make them feel at home

Your new hire should feel like they have a spot they can claim, whether it’s a physical desk or office or a place they can count on to place their coat, lunch, and personal items. It should be clean and posted with their name as if they were always meant to be there.

2) Get them connected

All technology set-up should be completed before the employee’s first day; nothing makes a new hire feel out of place than having things referred to as “John’s old laptop” or “Patrice’s extension.” All laptops, emails, peripherals, permissions, and phones should be ready for the new hire prior to her first day on the job; this makes training, troubleshooting, and everyone’s first week a little easier.

3) Give them a tour

Your new hire’s first day started with finding a parking spot in a new place; it will take him a while to get the lay of the land. Unless you show him, of course, which is exactly what you should do. Don’t just show him the break rooms and restrooms; introduce him to people as you go, especially the people with whom he’ll be working closely. Before you part ways, give him a map that is labeled with everything (and everyone) you covered.

4) Simplify the paperwork process

We can all remember our first days at work as we filled out form after form with the same repeated information. Benefits, taxes, job description, handbooks—more paper gets pushed at new hires on the first day than almost every day following. Streamline this process as much as possible with intuitive Human Resources software that allows cross-referencing, cross-checking, and no crossed eyes.

5) Swag is always a good idea

Go as crazy or as practical as you please here; even fresh office supplies bundled with a company t-shirt can go a long way to showing a new employee that you are bringing your A-game to the table, and that you are expecting the same from her.

And remember, onboarding isn’t just a one-day thing. Create schedules and strategies for follow-up, check-ins, and team meetings. Concerns and accomplishments in this period should be addressed quickly; it demonstrates awareness, responsiveness, and accountability, and lays the groundwork for employee success and satisfaction.

4 Tips For Impressing New Hires On Day One

4 Tips For Impressing New Hires On Day One

“You never get a second chance to make a (good) first impression” is common advice doled out to job interviewees or new company hires. Companies should also consider this when they contemplate how to help make their new employees feel comfortable while getting up to speed as quickly and painlessly as possible. A positive onboarding experience should begin on day one, promoting an easier adaptation to the company’s culture, increasing employee retention and boosting overall morale.

Here are four simple actions employers can take:

  1. Complete onboarding forms in advance.

Hopefully, you utilize technology so you can avoid dumping an immediate avalanche of enrollment forms onto the new hire.  Online onboarding will enable the new employee to complete most of the preliminary paperwork before the start date.  Getting this out of the way will help make that first day more productive and enjoyable.

  1. Equip the workstation or office.

Make sure the new employee already has all of the necessary equipment and supplies in place — do not make them wait endlessly for a crucial piece of furniture/equipment/hardware to get them up and running. Having someone yell out, “Did we ever order a desk and computer for the new marketing guy?” doesn’t exactly make the new guy or gal feel welcome or respected.

  1. Assign a mentor or peer coach.

Fans of the Seinfeld sitcom may recall an episode where George Costanza arrives on his first day at work only to sit alone and bored in a sparse, gloomy office. Suddenly, a man bursts through the door with a file in his hand and tells George to “work on the Penske file.” George awkwardly responds that he will, but it was obvious to the audience that he had no idea how or where to begin.

George could have benefited from having been assigned a mentor or peer coach to provide insight about office protocol, organizational structure, etc. Many employees prematurely leave a new job because of insufficient orientation and a manager’s unreasonable expectations. Mentoring goes a long way toward preventing the new employee from feeling lost or neglected by management.

  1. Make it easy to meet other colleagues.

Organize introductions to fellow employees at prearranged meetings, or schedule small lunch groups throughout the week. The new employee may have a hard time getting acquainted if everyone just eats their dry, tuna sandwiches hunched over their computers. Informal lunch gatherings provide a casual and relaxed way to meet other team members.

What else do you do to make a good first impression on your new employees?

4 Benefits of Improving Employee Onboarding

4 Benefits of Improving Employee Onboarding

Nearly a quarter of staff turnover happens within six weeks of starting employment, which wastes time and resources. When a new hire starts with your company, this will be his or her first chance to see how it operates. Clear instructions, timely responses from management and HR staff, and proper handling of new hire paperwork are important tasks that help instill confidence in new employees. But when your new hire is shuffling between departments during the first week of employment, it’s tough to keep track of where he or she is in the onboarding process.

The solution to this common problem is an automated onboarding system. You can eliminate unnecessary steps, automate your onboarding workflow, and get rid of extra paperwork. Four of the leading benefits of improving onboarding include:

Improved job performance

When your employees understand their expectations, their performance tends to be much better. This is especially true of new hires, who are trying to adapt and learn more about the company culture and the new positions that they are filling. Take time to reduce ambiguity around policies and responsibilities.

Reduced stress

Onboarding a new employee is often a process can bring stress to everyone involved. When the process becomes more automated, everyone involved can stay apprised of the progress and have a clear understanding of necessary next steps. Automated onboarding also provides the opportunity to discuss the company’s values and expectations in the new role.

Increased employee satisfaction

If an employee feels confused or overwhelmed when starting in a new role, he or she might start to feel unfulfilled. When you can spend time with the new hire and provide information about goals and the company vision, you are laying a foundation for better satisfaction.

Better retention

When new hires feel satisfied and have lower stress levels at work, it is unlikely that they will look for other opportunities. Stress reduction, job satisfaction, and improved performance all add up to the ultimate goal of higher retention rates.

Taking steps to improve your onboarding process is well worth the effort with the benefits that this kind of system can offer.

iSolved, a human capital management system, is all about eliminating paperwork, and its newest addition, Onboarding, does just that for human resources and hiring managers. Onboarding is built directly within the Highflyer HR platform, so you can sign in once and access all of the data it stores in the cloud-based system. When new hires feel like they are drowning in a sea of paperwork, Highflyer HR can help you throw them a lifeline.