Minimizing your Hiring Risks

interview discussion with recruiter

Minimizing your Hiring Risks

Being the person with final say over hiring a candidate is a lot of pressure. It’s like recommending a product you’ve never used and basing your suggestion on what you’ve read on the label and a few online reviews.  There is no way to know you are making the best decision and since so much of the process involves opinion, it’s a great idea to get some other folks involved.

By having multiple people involved in the process, you minimize the risk of making an emotional or biased decision.  There are considerations you may have overlooked or items you may have pre-maturely aggrandized as major flaws. But the more you are minimizing your hiring risks up front the better your success in hiring.

Although it’s a huge help to have extra opinions in the mix, you want to be wary of creating so much chaos that decision-making become near impossible.  Avoid the issue of having too many chiefs and not enough Indians by building a clear structure for how things will go before you approach people for help.

  1. Job Description

Having a solid and well defined job description will not only save you a lot of time on the recruiting end, but it is also an easy way to communicate to others involved, exactly what it is you are looking for. Be sure to rank skills or traits you are looking for. Create a draft first and share it with those involved in the interview process. Prior communication of expectations helps in minimizing your hiring risks more than any other step.

  1. Solutions List

A solutions list is a list of issues or problems your department is currently facing. These are items you hope will be resolved with the new addition.  This is information you wouldn’t necessarily find on the job description, as they are internal affairs and not something you would publicize.


  1. Flow Chart

The flow chart is a simple outline of a candidate’s life cycle.  From receiving a candidate’s resume to making an offer, outline the process.  This prevents others from tagging on extra interviews or follows.  Using a simple, “if, then” flow chart helps keep everything organized and also allows you to delegate things such as follow up items to an assistant.


  1. Deadlines

Make a calendar with deadlines. The deadlines should include, application submission, resume review, first round interview, second round interview, group interview or follows, decision, offer, and start date.  It’s a good idea to put this calendar on a sharable project calendar.  This way everyone involved knows how things are progressing and what’s coming down the pipeline.


  1. Schedule

Use the same project calendar to schedule interviews and candidate related meetings.  Then, invite the collaborators you need to each interview.  Next, schedule follow-up group sessions to discuss the candidates after the interview.  There are so many benefits to using this method.  You can attach documents to the invite such as resumes and job descriptions so collaborators are prepared.  Later, you can also go back and see any notes they’ve uploaded to the candidate’s interview file.  You also now have a way to go back and see who collaborated with you on which interview so you know who to follow up with or who still needs to meet a candidate.


Using this method will not only save you a lot of time, but it will also make things much easier for those whose help you are asking for.  If you want to truly optimize your hiring process and be sure all those involved in the decision making process have the same information, getting organized is truly the way to go.

More Information from our blog on hiring is Here!

More Information from other sources:

Harvard Business Review



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