Why is hiring procedure important?

Does hiring matter? Does education matter?
"Of course, hiring is important. People do not change. If you hire the right talent for the company from the beginning, most problems will be solved."

Education is more important.

Without hiring and training, you cannot achieve 100% of your employees' potential.

From a long-term perspective, education is important.

Each person will have a different opinion.

Recruitment and training are both important.

Recruitment or education is not important, but it is the right direction to select good talents through good recruitment and help them to grow further through education.

Importance of Recruitment for a company

[caption id="" align="aligncenter" width="560"] Why recruiting is important?[/caption]

One thing is certain.

If hiring fails, training to change is too expensive.

People do not change easily, and the effort to change involves a lot of investment, including time and money.

Importance of Recruitment is paramount as it is the first step to cutting unnecessary costs and creating an efficient and strong organization.

Of course, most people say that hiring is important.

But how much time does an actual executive or HR manager invest in hiring?

It wouldn't be that many commensurate with importance.

[caption id="" align="alignnone" width="1201"] 2022 HR Statistics[/caption]

Time investment in hiring is often pushed back because of the rush of work.

We need to spend more time recruiting. If you say hiring is everything, then the actual work time is as important as the time you invest it.

In the book, 'The President's Principles', there is an important talk about investing in hiring time.

As the CEO of Capital One Financial said: We need to look back on how our company is doing.

“Most companies spend 2 percent of their time hiring employees and 75 percent fixing hiring errors.”

Recruiting the right people and helping them fit in is one of the most time consuming tasks for both HR managers and company leaders.

Here are a few tips on how to hire the right people and what systems and processes can help.

https://www.youtube.com/watch?v=sxjgL64czRY&ab_channel=TEDxTalks

Principles That Are Followed by Global companies to place great importance on hiring.

In the case of Google (READ MORE: SUNDAR PICHAI-SOME NOTABLE THINGS ABOUT ‘GOOGLE’S NEW CAPTAIN’), in the past, it had a very demanding process that had to go through a nine-step hiring process.

Although the steps have recently been reduced, the hiring process is still difficult as the hiring committee meticulously records all the steps and results of the hiring process and the management reviews the results.

Global companies have high employment flexibility and people often change jobs.

That is why we invest a considerable amount of time in recruiting to secure top talent.

Above all, it shows the characteristic of never compromising on hiring.

[caption id="" align="alignnone" width="1200"] Largest Companies 2021[/caption]

• Amazon: Bar-raisers 

Bar-raisers are the people on the committee who raise the bar for Amazon's talent.

People at the bar laser spend a significant amount of time reviewing resumes and interviewing applicants.

Amazon regularly reviews their qualifications, retaining or disqualifying them.

The most important principle of bar lasers is never to compromise.

You may veto if you believe that you are not suitable for Amazon, or that you do not believe that you cannot improve Amazon's capabilities.

This can lead to longer hires, but Amazon CEO Jeff Bezos never abandons this principle.

Read more Interesting facts about Jeff Bezos: INTERESTING FACTS ABOUT JEFF BEZOS: “ONLY 3 DECISIONS A DAY”

“When many companies focus on growth, they lower their hiring standards to make up for the shortage of human resources.”
“We introduced the bar laser system to make sure that doesn’t happen to Amazon. It’s not going to take a long time to get rid of it.”

• Microsoft: N minus 1 principle

Microsoft also has its own principles of talent selection.

This is the principle of N minus 1.

If the recruitment goal for this year is N, in reality, we will only hire the best among the best under the principle of hiring one fewer.

Once you have established this no-compromise recruitment principle, it should be shared and implemented by all leaders, including the company's management.

This is because, even if the principles are established, if a person leaves the company or if there is a lot of work to be done, it is clear that the business department will hire you in a hurry.

It is necessary for leaders to continuously share the principle of non-compromise and to fully empathize with them.

Who will participate?

Usually, the team leader participates in the interview when hiring a team member.

Recruitment at the team leader level involves the upper-level organization leader.

360 degree interview refers to co-workers participating in the interview as well.

Team members also participate in the team member interview, and furthermore, team members who are subordinates will also participate in hiring a team leader.

[caption id="" align="alignright" width="466"] Steps of Recruitment and Selection[/caption]

A 360 degree interview is also effective in hiring the right person based on the opinions of various people, but more importantly, it helps new hires adapt after hiring.

Just the fact that you participated in the hiring process and made a decision together makes you feel connected, which helps you adapt to the organization after joining the company.

In particular, in the case of the leader level, there are many cases where it is difficult to adapt to the organization after being hired.

When team members participate together and hire a team leader, it is often helpful to adapt.

An interviewer real name system, which makes hiring more accountable, also helps.

At the time of the interview, the interviewer must leave a record of the evaluation, and after a certain period of time, it is checked how closely the interview result matches the evaluation of the new employee.

We warn interviewers who hire a lot of unsuitable people, and even remove them if they don't improve.

The real-name interviewer system will have the effect of thinking once more and hiring with a high standard. what questions to ask

Interviews are still the most influential in hiring.

There are several processes involved in hiring, but the interview is the key to hiring decisions.

Questions are important. The interviewer's job is to ask good questions to get as much information as possible and to help you make the right decisions.

Questions that can be answered with YES or NO cannot but expect an obvious answer

The interviewer only wants to show the good side, so there is a chance that the interviewer will only give good answers to questions about certain situations.

Q) I had an appointment with a friend, but if something urgent happens to the company, what will you do?

Q) My company has a lot of work, is that okay?

How would you respond if you were an applicant?

They will surely say that they will take care of the company's work first and answer that it will be okay even if they have a lot of work.

If you ask obvious questions, the interviewer is very likely to hide your dark side and give you only good answers.

Hearing questions about 360-degree feedback are helpful in this case.

Q) What are some things other people misunderstand about you?

By asking this question, you can hear what others are thinking about you and what you are thinking about yourself.

Q) Among the feedback you received from your boss, what is the feedback on your strengths and feedback that you need improvement?

What do you think of that feedback?

If you only ask about your shortcomings, you become defensive.

I don't really talk about my own shortcomings.

Common answers are like being overly meticulous or thinking a lot… .This is it.

You can lead to a more candid answer by asking them to tell you the strengths first and then the improvements.

Also, if you answer what you think about the feedback, you can check the interviewer's thoughts from a richer perspective.

Interview questions are more important than closed or obvious questions.

Open-ended questions or questions that have a 360 degree answer are good for making comprehensive judgments.

Since the interview is a key recruitment process, creating a comfortable atmosphere where you can answer honestly and designing your questions well can help you determine who you are in a three-dimensional sense.

Who Should You Hire?

Of course, this will depend on the industry you are in, your current situation, and the job you are looking for.

However, there are some common points that must be checked during the interview.

Let's look at a few.

• People who agree with the company's mission and values.

​​The most important thing in hiring is to select people who agree with the company's mission and values. Whether or not you agree on the mission and values ​​should be the first check in the selection of Right people.

A company's mission is the reason for its existence. When the reason for the company's existence aligns with the reason for the work, work can be fun and meaningful.

Organizations with such people are the most powerful.

All interviewers should fully empathize with the mission and values ​​of the company and be internalized.

• It is becoming the next thing to be considered after character rather than professionalism.

A person with a grateful heart, a person who is always considerate and humble, a person who has passion and pride for what they do, a person who acknowledges diversity and has a positive disposition, and above all a person who has happy feelings must be hired.

If you have passed the document screening and the first interview, you need to take time to check your character in the second interview.

This is because it is more important to check the character even if the ability has been verified.

What makes professionalism so important is its contribution to others.

Professionalism in itself is meaningless.

It only makes sense when you can contribute to your organization and contribute to the performance and growth of your colleagues.

You should be able to use your expertise to help your co-workers achieve results while working collaboratively. This is why character is more important than professionalism.

• Growth mindset or the desire to constantly learn new things.

People with a growth mindset are aware of their shortcomings.

Even if you make a mistake, you admit it and try to learn.

You have humility and a flexible mind.

I think anyone who has lived in an organization knows how important this mindset is for collaboration and personal growth.

It is necessary to check carefully at the interview whether you are constantly learning, what kind of study you are doing recently, and whether you have a humble mind.

How to help the candidates

Even if you invest a lot in hiring and hire the right talent, if new hires do not adapt quickly, you will lose the hard-hired talent.

If you don't care about onboarding, you're more likely to voluntarily quit.

Recruitment is likely to fail despite a lot of effort, but onboarding can depend on what the company is trying to do.

One of the methods for onboarding is to match buddies.

[caption id="" align="aligncenter" width="598"] Recruitment Tips From the Pros[/caption]

If mentoring is more like coaching through 1:1 matching with a superior, the buddy system is a system that helps you adapt to the organization by making a friend of your age.

Drinking coffee together, sitting next to us, listening to education, and introducing our close colleagues will help us adapt quickly.

LinkedIn offers ‘onboarding in a box’.

A checklist for new hires on the first day of joining the company, what to do after a month of joining the company, and what to do as a manager are detailed.

Last question Most companies hire new employees after they hire them.

Trial Period

There is a 'trial period' or 'probation period'.

The period of 3 months, 6 months, 1 year, etc. will vary from company to company.

The trial period is a period to determine whether a new employee and the company are suitable for each other.

We invest a lot of time in hiring, but it is difficult to get 100% right hiring through a short interview.

Job seekers also need time to experience and decide if this company is a place where I can happily work for a long time.

There is nothing more accurate than judging by the results of our experiences of living and working together.

The trial period does not need to be too long.

Three months would be enough time to judge each other.

If the trial period is to be applied, it must be clearly stated in the labor contract, and it is recommended to keep the same without any difference in working conditions during the trial period.

The purpose of the trial period is to determine mutual suitability.

Before the trial period ends, the team leader must make a final decision by combining the opinions of colleagues.

It is sometimes difficult to make an objective judgment about an employee who has worked with you for three months. This is where the 'last question' can help.

Q) If the employee said he was going to another company, would you actively dissuade him?

Q) If this evaluation is a hiring decision, will you hire the employee again?

Last question can help you think again and make good decisions with high standards.

Retirement Bonus

The Retirement Bonus system was first started by Zappos, an online shoe sales company.

All new hires will be paid $4,000 if they leave the company during the training period for new hires.

Receive an offer from the company. The offer, which initially started at $1,000, will be escalated to $4,000.

After Zappos was acquired by Amazon, Amazon developed this system to operate a 'pay to quit' system.

Unlike Zappos, Amazon warehouse employees get this offer once a year, not just during training for new hires.

The offer amounts to $5,000.

What sets the Amazon system apart from Zappos is that it offers multiple proposals rather than once at the beginning of the company. In a way, it is a request to evaluate the company every year.

“The purpose of this program is to encourage employees to take a few moments to think about what they really want.”
“In the long run, staying in a job you don’t want to be in is not going to benefit that person or company.”

It has been 4 years since our company started the retirement bonus system.

All new hires will receive an email after 3 months of trial period.

At the end of the mail content, there are two choices.
▢ join us : I want to continue working with the company.
▢ pay to quit: I will quit after receiving a resignation bonus.

The severance bonus offer cost has also been increased from $2,000 to $3,000.

The actual exit rate with a severance bonus is around 2%.

The severance bonus scheme is the final step in hiring the right people.

It gives you an opportunity to think carefully about whether it's worth giving up your money to join this company.

If you choose a company, you can be more immersed in your company life by believing in your choices.

If you decide that the company is not suitable for you, it is better to break up quickly.

Your company is where you spend most of your day.

Working for the wrong company every day with dissatisfaction is the way to make your life unhappy.

Colleagues you work with are also unhappy.

We learned about 7 ways to hire the right talent and what system to use in the hiring process.

If you think hiring is the most important thing, you should invest a lot of time in hiring

You need to create a system and build a process. Nothing just happens.

One by one, an organizational culture that values ​​recruitment is created.

I would like to close with the words of Zappos CEO Late Tony Shee.

“Recruitment should be slow and dismissal should be fast, but most companies do the opposite.”