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The Best Recruiting Method for Your Organization

Monte Wyatt & Brad Sugars, Feb 18, 2020

As a result of our work with thousands of companies, we have identified what we consider to be the most effective ways of recruiting people.

Here, we'll give you our Adding Zeros 10-Step Recruiting Process.

First of all, the recruiting process is mostly a test, with the company offering the job to the top-scorer in all areas.

To begin with, candidates respond to an ad by a given date, complete a DISC profile, which is a system of behavior analysis that can be used to predict a person’s behavior when they work alone or with others. It’s useful for identifying a person’s dominant behavior type among four possible categories: Dominant, Influential, Steady, Compliant. Candidates then answers questions that reveal whether they fit the position and the company's culture.

Step 1. Review or update the position. Every position in every organization should have clear parameters that measure success. Make sure that the position clearly describes the responsibilities of the role, as well as the measurable expectations of success and the behavioral characteristics the role requires. If you don’t know what success in your position looks like, you won't know how successful you'll be in your responsibilities.

Step 2. Advertise the position. A job advertisement sells the company just as much if not more than an ad designed for its products. The announcement positions the job as the solution to a need the candidate didn't necessarily know they had. In addition to selling the company, an ad needs to specify minimum skill requirements and an application process with a deadline date.

Step 3. Review resumes. After the deadline passes, filter out applicants who don't meet the minimum experience requirement and who don't offer a good fit with the company culture.

Step 4. Screen hopefuls by phone. Confirm their experience and ask a few questions that reveal their fit with the company culture. Use the answers to narrow your list to the top two to four names.

Step 5. Invite the top candidates to interview.Â

Step 6. Ask interviewees to complete a DISC behavioral profile in advance. A DISC behavioral profile enables you to evaluate their behaviors in their areas of strength as well as any areas that might be of concern. They should return them early enough that you have time to use them in the interview.

Step 7. Start the interview with the company’s story. Break the ice with the company's history, purpose, core values, and the future direction of the company. Then describe the position for which the candidate is interviewing, with the objective of wowing them with who you are and where you’re headed. Remember: you have to do just as much selling as the applicant does.

Step 8. Question time. Ask questions that relate to the company’s core values and the behavioral characteristics needed for this position to be successful. You’re looking for the traits that you’ve identified are needed for success in this position. Focus on past behaviors: Tell me about the time when you …, asking about events on their resume. Don't ask what if questions: predicting the future isn’t helpful in this case.

Step 9. Rate the candidate. It’s important that two company people are present at each interview. Both interviewers take notes and rate each candidate response on a scale of 1 to 5. After you've completed all the interviews, this will be used to review and rank the candidates.

Step 10. Contact references. Many companies will not provide references for employees for a number of reasons, yet this information is critical in the hiring process. Circumvent these policies by asking the candidate to set up a phone appointment with someone they have worked with in the past. If the position involved leadership responsibilities have the candidate set up an appointment with someone they have led.

If a company has carefully identified the team member traits it believes are necessary, it should now be relatively simple to identify the best candidate for the position: not using gut feelings, but data like the interviewer's graded responses and the DISC behavior profile. As you develop a job's description and its requirements, it's a good idea to build in the DISC behavioral profile that would be best suited to it.

To recap, we have identified the most effective ways of recruiting people, which we call the Adding Zeros 10-Step Recruiting Process.

We'd love to hear from you. Is your company's recruiting process similar to this one or different? How? Thank you for sharing.