How can you use decision-making tools to make better hiring decisions?

1 Define the problem

The first step in any decision-making process is to clearly define the problem that you are trying to solve. In the context of hiring, this means identifying the skills, competencies, and attributes that you need for the role, as well as the goals and expectations that you have for the new hire. You can use tools such as job analysis, job description, and job specification to define the problem and create a clear profile of your ideal candidate.

2 Generate alternatives

Once you have defined the problem, you need to generate a list of potential solutions or alternatives. In the context of hiring, this means sourcing and screening candidates who match your criteria and are interested in the role. You can use tools such as job boards, referrals, social media, and resume databases to generate alternatives and attract qualified applicants.

3 Evaluate alternatives

After you have generated a list of alternatives, you need to evaluate them based on how well they solve the problem and meet your criteria. In the context of hiring, this means assessing and comparing candidates based on their skills, competencies, and fit for the role and the organization. You can use tools such as interviews, tests, assessments, and reference checks to evaluate alternatives and gather relevant information.

4 Choose the best alternative

Once you have evaluated all the alternatives, you need to choose the best one that maximizes your desired outcomes and minimizes your risks. In the context of hiring, this means selecting the candidate who offers the most value and potential for the role and the organization. You can use tools such as decision matrix, decision tree, or SWOT analysis to choose the best alternative and justify your decision.

5 Implement the decision

After you have chosen the best alternative, you need to implement your decision and take action. In the context of hiring, this means making an offer to the selected candidate and negotiating the terms and conditions of the employment contract. You can use tools such as salary surveys, market research, and negotiation techniques to implement your decision and secure the best deal.

6 Monitor and review the decision

The last step in any decision-making process is to monitor and review your decision and its consequences. In the context of hiring, this means evaluating the performance and satisfaction of the new hire and providing feedback and support. You can use tools such as performance appraisal, employee engagement survey, and exit interview to monitor and review your decision and identify areas for improvement.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?