Elevating Hiring Practices: Leveraging Global Best Practices for Success

Elevating Hiring Practices: Leveraging Global Best Practices for Success

By Chris Smith, MBA, PMP

Last Revised: 03/07/2024

In the fast-paced world of talent acquisition, finding the right candidates for your organization can be a daunting task. But fear not! By embracing global best practices in hiring and recruitment, you can revolutionize your approach and unlock a world of talent like never before.

Here are some compelling best practices supported by factual evidence and information to guide you on your journey to hiring excellence:

·??Respect Internal Candidates & their Qualified Referrals: Provide internal candidates with fair opportunities for advancement. Transparent processes foster trust and loyalty among existing staff.

·??Promote Internal Mobility: Value internal talent and provide opportunities for growth and advancement. Internal candidates bring institutional knowledge and loyalty to the table.

·??Avoid Budgetary Shortcuts: Balancing budgets on the backs of existing staff leads to burnout and turnover. Invest in hiring strategically to maintain productivity and morale. This includes not having policy limitations on only being able to hire the lowest cost or the 0-50%, up to the mean or median range for these important positions. This may limit the organization's success, be illegal, and may adversely discriminate against applicants over the age of 40 (an EEOC violation), and not allow the most qualified candidates to interview or be fully considered for the positions.

·??Stay Updated on Market Rates: Regularly benchmark salaries to ensure they remain competitive in the market. Lowballing candidates can lead to talent loss and morale issues.

·?Advertise and Fill Roles Efficiency:? Do not wait to advertise and begin marketing and recruiting. This should be done as a high priority to minimize staffing gaps. Once a staff has provided notice to retire, or leave, the vacancy announcement should be approved and posted within hours, not days or weeks.

·?Stick to Deadlines: When setting application deadlines, adhere to them rigorously. Evaluating candidates promptly demonstrates professionalism and respect for their time.

·?Ensure Legal and Ethical Screening: Implement legal and ethical screening practices to avoid biases and ensure fairness. This will foster a diverse and inclusive workplace culture.

·??Offer Market-Relevant Compensation: Competitive compensation attracts top talent. Don't artificially constrain salaries; align them with market rates to attract the best candidates.

·?Re-Open Positions When Necessary: If top candidates decline offers or negotiations fail, don't settle for less. Re-open positions to maintain fairness and attract the right talent.

·?Quality Over Quantity: Avoid interviewing unqualified candidates just to meet quotas. Focus on quality interactions to ensure a positive candidate experience. Ensure that every application and resume is seen by both the Hiring Manager(s) and the entire Interview Committee panel, as HRIS, Recruiters, and single Hiring managers are busy and often do not do a great job of ensuring that every qualified applicant is fully considered and given an opportunity to at least interview.

·?Seek Feedback: Learn from candidates who decline offers. Their insights can help identify areas for improvement in your recruitment process.

·?Engage HR and Executive Leadership: Proactively address recruitment challenges by seeking support from HR and executive leadership to align strategies with organizational goals.

·??Focus on Fit: Don't hire just for the sake of filling a position. Prioritize candidates who align with your organization's values and culture for long-term success.

By implementing these best practices, you'll not only attract top talent but also build a culture of fairness, transparency, and excellence in your organization's hiring process.

Join the movement towards hiring success—let's elevate our recruitment game together!

About the Author:

Chris Smith is a visionary and influential leader in the global public procurement arena, dedicated to driving significant change and progress within the field. As a passionate advocate for reform and innovation, Chris has made it his personal mission to challenge the conventional norms and practices that have long governed public procurement. Through his thought-provoking articles, in-depth research, and insightful books, Chris aims to spark meaningful dialogue and encourage a reevaluation of existing methodologies. His presence on the speaking circuit, at public events, and conferences, serves as a platform for him to question the status quo and promote a culture of continuous improvement and creativity.

Chris's commitment to advancing the public procurement profession is grounded in a desire to foster an environment characterized by transparency, fairness, compliance, and competitive practices that ensure the best price and value. By addressing and seeking to eliminate fraud, waste, and abuse, Chris is not only enhancing the efficiency and effectiveness of procurement activities but also upholding the crucial fiduciary role these functions play. His efforts are aimed at benefiting society at large, as well as government entities and all stakeholders involved, demonstrating a steadfast dedication to advancing the field for the greater good.

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