5 Reasons Why You Should Have A Collaborative Hiring Process
When I was younger, and knew absolutely everything, I was sure that interviewing and hiring needed to be done by the hiring manager only. I had read about collaborative hiring, 360 interviewing, and the like. And I thought they were all signs of a weak leader. I remember thinking to myself, “If I’m the leader, I should be able to do this hiring thing all on my own. That’s what a real leader would do!”
Now that I’m older (and don’t know everything), I’m pretty sure of this: I was wrong.
Collaborative hiring is a must, and smart leaders will learn that lesson quicker than I did.
There’s not one cookie cutter to a collaborative approach. Out of the hundreds of organizations I’ve helped with hiring, I’ve learned that every organization is different in how they add new team members. The best teams and smartest leaders all tend to have some reflection of collaborative hiring. They use teams to interview. They include people above and below the candidate (on the org chart). By adding more voices and input to your interview process, you’ll get a higher level of involvement and a more thorough evaluation of potential candidates.
Here are five benefits of collaborative hiring:
1. You get more diversity in viewpoints.
Hiring collaboratively will give diverse and wide-ranging perspectives on what your new role ought to look like, how potential candidates measure up to expectations, and what problems could occur in the future. This drastically decreases the risk of bad hires and ensures that any new hire will fit in well with the team culture. Hiring collaboratively will also remind your current team of the incredible value added by a quality new hire.
2. Candidates will like what they see.
Throughout the interview process, candidates are evaluating you as much as you are evaluating them. Any quality candidate is going to want to work in an environment where they’re surrounded by people they enjoy and they feel that their voice is heard. When your team in involved in the interviews and hiring process, their interaction with the candidate could be a strong selling point.
3. Your team = your company.
Your team members know both the company and the exciting elements of the open position. Potential candidates will view how they interact as a litmus test for credibility. Your team can also help alleviate concerns that a candidate may have about the opportunity, often more effectively than a superior can. The team around you is what makes up your company, and they can be great salespeople to new hires for your company.
4. Collaboration leads to easier on-boarding.
When the people around you have a say in a new hire, they also feel “ownership” of that hire. This sense of responsibility will keep people in an “all hands on deck” mentality to assist, train, and support the new person in their role. On top of that, the new hire can step into the role with confidence, because they know others were brought into the hiring process and have already shown support and consent. All this contributes to a seamless transition for everyone involved.
5. Collaboration helps culture.
Every time you hire collaboratively, it’s a culture win for your company. It reinforces unity and builds a culture of feedback, transparency, and everyone feeling valued. People on your team will know that they have a voice and are an important part of the vision you’re all working toward. Cultivating this sense of community will go a long in attracting and retaining the best of the best. Who doesn’t want an awesome work culture?
Too many times, I’ve seen entrepreneurs go into the hiring process with tunnel vision. They know what they want, and they don’t consult their team in how to best get there. I know that’s a big mistake I made as a young leader. When that happens, the hiring process becomes unexciting, and staff feels that they have no input in who is added to their team.
Consider adding more voices to your hiring process. It’s made such a difference in my company that I’ll never go the Lone Ranger route again. My bet is that if you hire collaboratively, you’ll discover a more engaging, culture-building process and more confidence in the end result.
Original article by E.C.LAW
email: officialwriter@gotmail.com
Phone : +2348128121457
When I was younger, and knew absolutely everything, I was sure that interviewing and hiring needed to be done by the hiring manager only. I had read about collaborative hiring, 360 interviewing, and the like. And I thought they were all signs of a weak leader. I remember thinking to myself, “If I’m the leader, I should be able to do this hiring thing all on my own. That’s what a real leader would do!”
Now that I’m older (and don’t know everything), I’m pretty sure of this: I was wrong.
Collaborative hiring is a must, and smart leaders will learn that lesson quicker than I did.
There’s not one cookie cutter to a collaborative approach. Out of the hundreds of organizations I’ve helped with hiring, I’ve learned that every organization is different in how they add new team members. The best teams and smartest leaders all tend to have some reflection of collaborative hiring. They use teams to interview. They include people above and below the candidate (on the org chart). By adding more voices and input to your interview process, you’ll get a higher level of involvement and a more thorough evaluation of potential candidates.
Here are five benefits of collaborative hiring:
1. You get more diversity in viewpoints.
Hiring collaboratively will give diverse and wide-ranging perspectives on what your new role ought to look like, how potential candidates measure up to expectations, and what problems could occur in the future. This drastically decreases the risk of bad hires and ensures that any new hire will fit in well with the team culture. Hiring collaboratively will also remind your current team of the incredible value added by a quality new hire.
2. Candidates will like what they see.
Throughout the interview process, candidates are evaluating you as much as you are evaluating them. Any quality candidate is going to want to work in an environment where they’re surrounded by people they enjoy and they feel that their voice is heard. When your team in involved in the interviews and hiring process, their interaction with the candidate could be a strong selling point.
3. Your team = your company.
Your team members know both the company and the exciting elements of the open position. Potential candidates will view how they interact as a litmus test for credibility. Your team can also help alleviate concerns that a candidate may have about the opportunity, often more effectively than a superior can. The team around you is what makes up your company, and they can be great salespeople to new hires for your company.
4. Collaboration leads to easier on-boarding.
When the people around you have a say in a new hire, they also feel “ownership” of that hire. This sense of responsibility will keep people in an “all hands on deck” mentality to assist, train, and support the new person in their role. On top of that, the new hire can step into the role with confidence, because they know others were brought into the hiring process and have already shown support and consent. All this contributes to a seamless transition for everyone involved.
5. Collaboration helps culture.
Every time you hire collaboratively, it’s a culture win for your company. It reinforces unity and builds a culture of feedback, transparency, and everyone feeling valued. People on your team will know that they have a voice and are an important part of the vision you’re all working toward. Cultivating this sense of community will go a long in attracting and retaining the best of the best. Who doesn’t want an awesome work culture?
Too many times, I’ve seen entrepreneurs go into the hiring process with tunnel vision. They know what they want, and they don’t consult their team in how to best get there. I know that’s a big mistake I made as a young leader. When that happens, the hiring process becomes unexciting, and staff feels that they have no input in who is added to their team.
Consider adding more voices to your hiring process. It’s made such a difference in my company that I’ll never go the Lone Ranger route again. My bet is that if you hire collaboratively, you’ll discover a more engaging, culture-building process and more confidence in the end result.
Original article by E.C.LAW
email: officialwriter@gotmail.com
Phone : +2348128121457
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