This is the 3rd post in a series of 5 on the top 10 things we’ve learned from hiring experts we’ve interviewed during the first 10 episodes of our Down2theHire Podcast.
In yesterday’s post, Tips on How to Hire an Employee from Our First 10 Podcast Episodes – Part 2 of 5, we discussed the incredibly high cost of hiring the wrong employees, and how small businesses need to be preparing for the full implementation of the Affordable Care Act.
Here are our next two tips on how to hire the best employees for your small business:
Tip #5 on How to Hire an Employee: Startups Need to Hire Like Startups, Not Big Companies
In week 5 of our podcast, we interviewed startup veteran, Mike Krupit, about how startups should approach hiring. Mike explained that a lot of startups recruit and hire like they’re big companies with “endless meetings and questions and lots of process and tons of evaluation tools.” Instead, Mike recommends that startups adopt a very tight hiring process for getting a candidate interested and on board.
Mike also has observed that many startups fail to sell candidates on their unique, flexible, and agile culture. Instead, they present open positions as just another regular job, except for often lower pay and fewer tangible benefits when compared to larger corporations. Startups need to take full advantage of what makes them a startup, and follow a hiring process that reflects their lean, efficient, and entrepreneurial environment.
Tip #6 on How to Hire an Employee: Don’t neglect pre-employment testing
In week 6, Dr. Jesse Llobet, Industrial Psychologist and President of Psymetrics, joined the show to bring us up to speed on pre-employment testing. While most small firms don’t use pre-employmnet tests, most larger businesses and staffing agencies use these screening tools extensively. Jesse explained that “given the scientific rigor that goes into the development of these tests, they tend to be the most predictive tool you can use during the employment process.”
Jesse broke up the pre-employment testing landscape into (1) behavioral and personality assessments, and (2) skill and cognitive-based assessments. He advocates using these two different types of tests in conjunction during the hiring process. First, he explained that you need to thoroughly understand the job that you’re going to be using the assessments for. Then you need to choose professionally developed assessments that measure the knowledge, skills, ability, and/or personality dimensions that you’re looking for in candidates.
Most small businesses that use pre-employment testing have their candidates take these assessments after they fill out an application, but before the job interview. This becomes an incredibly valid and effective hiring-tool that helps managers and executives focus on only interviewing the top candidates who’ve demonstrated that they have the core characteristics for the jobs.