Throughout the course of business, companies invest millions on technology and develop detailed processes for running their business day to day. Unfortunately, very little time and money are spent on developing a sound hiring process, particularly one that attract top talent in a candidate driven market. This can lead to bad habits and unsound hiring practices that can cost your company millions of dollars! How can you determine if your business is headed down this path? Consider the following.

Traditional Poor Hiring Process

Outdated Job Descriptions

All too often, hiring managers simply cut and paste the outdated job description into a job post. Job descriptions and job ads are not the same thing! Too long and boring! They miss the opportunity to use the post as a selling tool, and therefore typically attract the unhappy and unemployed.

Poorly Trained Interviewers

Managers don’t always know the right questions to ask or how to accurately evaluate candidates. This can lead to poor hires and even legal liability.

Trusting Your Gut

While it’s important to select people you like and believe will be a good fit for the organization, there needs to be quantifiable measures in place in the decision-making process. Can you afford to make a bad hiring decision?

Timing the Hire

While dragging your feet waiting for the perfect candidate is unwise and you will lose the best candidates, accepting a “close enough” candidate quickly is a recipe for a bad hire who will likely need to be replaced sooner rather than later.

Unstructured Onboarding Program

Without a comprehensive program, you’ll leave the candidate floundering. They may never really get their feet under them to work to their true potential.

Any of these faulty hiring practices can result in employees being terminated or quitting because they are not trained properly or the right fit. This means the hiring manager must start the (poor hiring) process over again.

Great Hiring Process

Great Job

An accurate and compelling job advertisement will engage candidates with “what’s in It for them”, rather than presenting a list of demands you expect them to meet.

Proactive Marketing

Think of your job ads as marketing materials. Don’t be afraid to “sell” the candidate on the specific job you are filling as well as your company as a whole. In a competitive talent market, it’s essential you stand out from the competition.

Timely Process

A brief but comprehensive hiring process can ensure that top candidates don’t drop out during the recruitment process. It’s entirely possible top candidates will entertain multiple opportunities. A drawn-out hiring process may mean losing your first choice candidate to the competition.

Expert Advice

A recruiter who specializes in the type of job you are filling can speed the hiring process as well as give you access to a new talent pool you may not otherwise encounter.

Comprehensive Interviews

The interview process should be geared toward retention, not just hiring. Including behavioral questions and personality, assessments can help ensure right fit – resulting in higher satisfaction for the new employee and higher profits for the company.

Evaluation System

Create a system that fairly and consistently evaluates each candidate, tracks each stakeholder’s input and allows you to make smart hiring decisions.

Engaging Onboarding Process

For an onboarding process to be truly effective and engaging, an employer must:

  • Clearly Define the Onboarding Process
  • Address and Correct any Underlying Assumptions
  • Establish Goals and Objectives
  • Distribute Organizational and Job-Related Key Components and Materials
  • Define Success Metrics and Management KPIs


One of the best ways to optimize your hiring process is to partner with a specialized reputable search firm like WorldBridge Partners. Our worldwide search experts can help you hire and retain the talent your organization needs to succeed now and into the future. It’s your strategic weapon in a war for talent.