Do your employees get along with their manager? Do they trust them? Ideally, your answer is a resounding yes, but unfortunately, that’s often not the case.
A Harvard Business Review survey found that 58% of people trust a stranger more than their boss. There’s a good chance that some of your employees feel the same way — and that’s concerning.
Your employees should trust and get along with their manager. Employees who trust their managers are happier, and therefore, more productive and more likely to stay with your company.
Managers don’t deserve all the blame for this lack of trust. It’s true, some managers are better than others, but manager-employee challenges are more often the result of a lack of alignment between on-the-job behaviors and preferences.
To increase the odds of a perfect employee and employer match, you need to break away from the outdated hiring practices most businesses are still using.
Make Work Style your main focus when preparing to hire. This will allow you to identify exactly what you’re looking for. Then, continue to focus on Work Style in the thehiring process to help you choose the right candidate.
We’ll show you how incorporating a Work-Style-first approach to hiring will increase the odds of a perfect match and how it’ll increase your team’s productivity.
Change the way you prepare for hiring
When it comes to finding the right candidate, preparation is key. If you and your team don’t know what you’re looking for, you’re putting your time, money and work culture in jeopardy.
Though every candidate you search for will be unique, you can rely on a consistent preparation process to set yourself up for success when it comes to hiring the right candidate.
Define the attributes of your ideal candidate
Open and consistent communication with the team you’re hiring for — and especially the manager of that team — will make the rest of your hiring process more efficient. When it comes time to make a new hire, you and your team will be able to define the skills, experience, and on-the-job behaviors and preferences of the ideal candidate.
Go deeper than skills
You can easily observe skills, and simple computer programs can pick through a resume in seconds. Only 11% of bad hires are the result of a skills gap. That’s why you should never advance candidates to interviews just because their skills are a good match. Advancing candidates solely on skills will result in oversized candidate pools, wasting your time and resources.
If you’re not used to hiring for fit, or your team is having a hard time expressing how their perfect employee would communicate, receive feedback, make decisions, learn, and participate on a team, you can complete a free trial of our Position Assessment™. The assessment will help you identify these attributes, and therefore the Work Style that’s the best fit for the role.
Align your hiring team
After you’ve defined the attributes of your ideal candidate, it’s essential to align everyone on the hiring team. Getting everyone on the same page during the preparation stage is the most efficient way to find the right candidate. As a result, your hiring team will know who to search for and your odds of a perfect match increase from the beginning.
After you’ve defined the ideal candidate and have your hiring team in agreement, you’ll be well prepared and ready to move forward with finding a right-fit employee.
Streamline your hiring process
Next, take the Work Style — and corresponding on-the-job behaviors and preferences — you defined using the Position Assessment™ and apply this information to your hiring process.
Describe your ideal candidate in the job description
From looking at typical job descriptions, you’d think companies are looking for robots rather than people. Many companies only define the skills they’re looking for; they don’t include any description of the preferred on-the-job behaviors or personality traits of their ideal candidate.
Make the Work Style your team identified using the Position Assessment an integral part of the job description.
When you accurately define the skills, experience, and Work Style of your ideal candidate, applicants have a much better idea of what your company is looking for. Candidates who don’t possess the desired attributes will likely withdraw from the process, and candidates who do possess those attributes will be more confident and interested in moving forward with your company.
Use assessment software that focuses on Work Style
Tailoring your job description to right-fit candidates will help you narrow your applicant pool but you need to use a Work Style™ Assessment along with it to fully optimize your hiring process.
Let’s be honest, there’s only so much you can say in a job description; there are important behaviors and preferences that you won’t be able to include in it. Additionally, some job-seekers choose to submit their application even if they realize they’re not a perfect fit.
The next step is incorporating a Work Style™ Assessment into your hiring process so you can identify the candidates who are the best fit for the position and filter out the candidates who aren’t a match.
After candidates take the Work Style™ Assessment, you get a Work Style™ Match Report — a narrowed-down list of candidates prioritized by how well each individual fits the Work Style identified by you and your hiring team. Having this information before you even begin the interview process will save you time and resources, and help you avoid unnecessary interviews.
A shorter hiring process will also reduce the chance of qualified candidates losing interest in your company. 39% of job-seekers say a lengthy hiring process (3 weeks or longer) causes them to lose interest in a company and start looking for other positions.
Ask the right questions during interviews
So, now you have a group of candidates who would all be great for the position you’re filling. But don’t stop there. You don’t just want a great employee, you want the right employee. To further increase the odds of finding the perfect fit, you need to ask the right questions in the interviews.
The right questions combine skills, experience, and Work Style to better understand what the candidate does best, how they prefer to do it, and who they work best with. That information is crucial. Gallup estimates that revenue per employee can increase by 59% when you pair an employee with a talented manager and contributors and allow them to use their natural strengths.
It can be a challenge to know how to implement this new interview structure, so we’re offering you a free Interview Guide to help you structure interviews for the specific Work Style you’re looking for.
Rather than relying on the traditional hiring process which doesn’t maximize your odds of finding the perfect employee, prioritize Work Style in your hiring process to identify the right candidate for the role. Change the focus of your hiring process, and you’ll reap the benefits of better matches and a more productive team.