A few years ago the movie “Meet the Parents” starring Ben Stiller came out. In case you didn’t see it, the film revolves around the disasters occurring when Stiller meets his future in-laws for the first time. As a hiring manager, you need to avoid any similar misadventures in the “marriage” between a qualified candidate and your open position. It’s important job candidates are not only qualified but will mesh well within the company. Candidates that appear great on paper can be all wrong as personality really makes a difference in workplace interactions.
It’s vital for prospective employees to meet with the individuals they will be working with closely. The relationship between coworkers or boss and employee plays heavily into company culture. No matter the skills and qualifications of your candidate, if they have an abrasive personality they might not be worth the investment.
After all a recent study found that companies thriving in this tough economic time were three times as likely to have engaged and happy employees. So it’s important to avoid personality conflicts that lead to bad feelings in the workplace before they even start.
One way to avoid hiring candidates that don’t fit in with the corporate environment is company collaboration. As the hiring manager, you know what qualifications are needed in the position and what personality attributes work best in your corporate structure. People can be tricky, however, and sometimes candidates just won’t mesh with their coworkers or boss. It’s important to get a feel for whether the candidate will get along with the people they will be closely working with. If there is too much clashing you’ll likely find yourself mediating or refilling the position soon.
An easy fix is to make sure the people who will work closest with your candidate have the opportunity to meet the potential hire and conduct their own interview, either in person or through video. If a giant personality clash seems imminent, then you’ve just saved yourself a lot of time and money. Now you don’t need to have the candidate go through an interview with the entire office asking questions. Instead, simply seek the top questions supervisors and coworkers might be wondering, then record the interview to share with those working directly with the new hire.
Allowing future coworkers to partake in the interview process will also create the added benefit of workplace collaboration. Workers will feel more confident about the new employee coming in. They’ll also be likely to feel their input was valued in the hiring process.
Another reason it’s important to work with your company during the hiring process is to make sure you’re familiar with the skills needed. Sometimes companies are looking for technically or digitally savvy candidates. As a hiring manager, you might not be familiar with every platform the marketing, engineering, and digital teams are using. So working together becomes important to know what the company needs. Involving companies or departments in the process allows you to cut down on confusion.
Discussion and collaboration are incredibly important in hiring the right person for the position. No one wants a new employee that doesn’t get along with others. Certainly, no one wants to hire a position only to need to rehire again shortly due to personality conflicts. Keeping departments and coworkers involved in the process is the easiest way to avoid these hurdles on the way to winning the race for talent.
What ways does your company collaborate to hire the best people? Share them!
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