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Internal Hiring Process (IHP)

  • Do you hire based on a reaction to a need within your organization or do you follow a complete plan of action, with a system and structure for producing desired outcomes?
  • Have you found yourself altering the way you interview based on the candidate’s personality or the hiring manager’s personality?
  • Do you feel like you are part of a chaotic unorganized recruiting and hiring process?

You are not alone. Many hiring managers and executives are uncertain as to what to look for, and how to find it when they interview candidates, and this lack of a systematic and structured approach leaves them feeling frustrated, annoyed and discouraged with the whole process. We even hear that certain managers dread the next time they have to hire.

The impact of having and using an Internal Hiring Process is that your organization becomes more disciplined and strategic in hiring, which minimizes the risks of hiring based on likes and dislikes, and enables you to hire the strongest candidate, rather than everyone’s ”favorite.” With a process in place, you can practice proactive hiring, meaning you will be able to predict turnover and plan ahead. Your company’s credibility will be boosted and quality maintained. This IHP enables you to screen out and stay away from hiring mistakes. It also helps speed up the acquisition process, by having a specific system that each and every candidate, and each and every member of the hiring team takes part in and follows, which results in continuity and integrity in the decision-making process. This enables companies to hire the right person who will do the right job right, making it possible for both the company and the employee to head in the right direction.

CPR

Hire a person that you know nothing about for a job you don’t understand, and chances are that neither the person nor the position will deliver. Hire a person you know everything about for a position you still don’t understand – the odds for failure are still the same. The right time to specify your needs is before you hire. At Alliance HR Network we work with the employer to get a deeper understanding for what the job really is, analyzing three dimensions of the position, including the KPI, to ensure that the person they hire is a perfect match on more levels than just the qualifications. We call this analysis a Comprehensive Position Requirements – CPR.

The benefits of doing a CPR is that you know what you are hiring for before you hire. It pinpoints not only what your needs are, but will also tell you if you really have to hire or if your needs can be filled by someone already on your staff. The CPR gives you a document in black and white that you can compare your candidate to, in order to see if there is a match. Paired with a Behavioral Interview – a CPR will substantially boost your ability to hire right the first time.

Behavioral Interviewing

Many clients experience that they hire someone who seems really good and has done exactly what the job is in a previous position, but after the 6-month “honeymoon” is over – they realize that the person is not working out and they can’t figure out what went wrong. Over and over again, they lose time, money and other resources only to be back at square one.

By knowing the Core Behaviors of the person you hire, you are able to look into the future and know who the employee will be on the job walking in the door. This shortens ramp-up time, increases productivity, reduces turnover and decreases costs.

At Alliance HR Network we do Behavioral Interviewing for the following reasons:

  • Behaviors, more than experience, will predict success
  • Experience is only one dimension of a person's profile, and it is often the least predictive of their fit or success
  • It is easier to select a behavior than to modify one
  • We would rather Hire Slowly and Fire Quickly
  • Hastily made hiring and promotion decisions usually lead to problems later that a more deliberate, thorough process up-front would undoubtedly avoid

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Testimonials

“I was frustrated and discouraged with my business when I was referred to Alliance HR Network. They assessed our internal hiring process and taught us behavioral interviewing. Since then, sales are up 15 percent, I don’t have to work evenings or weekends and I feel like I have the freedom I need to focus on strategic issues rather than tactical issues.”

Val Box
CEO, Grow Tech

“We had trouble finding the right candidates ourselves, and Alliance HR really helped us out. They explained behavioral interviewing and taught us the importance of personality testing, screening and the use of other tools when hiring. It changed the way we hire people.”

Mike Vogel
VP of Operations, Marketing Technology Concepts