Many HR team members experience hiring anxiety: “What if I get it wrong?” How can you minimize turnover and find the best people without losing your mind? Anxiety is on the rise, and the workplace is one of the worst culprits for pushing people over the edge. In fact, 56 percent of Americans with anxiety experience it solely at work.
Fortunately, hiring anxiety can be a thing of the past if you deal with your worries, plan properly, and put effective systems into place. Following are some of the top ways HR pros combat anxiety and hire with confidence.
Perfecting the interview process
To get maximum returns from your time with candidates, streamline your interviews. Instead of simply conjuring up a list of questions, lay out a strategy or objective for each interview. Formulating a great interview structure gives you an easy script to follow and leaves less room for nervous mistakes.
Dial down the pressure by taking the stress out of one-on-one interviews. Bring in a team to conduct a panel interview. If more people are present, the heat of handling it all yourself will be removed, and you will have more minds to give input, help you assess, and contribute to the ultimate decision.
Reduce turnover by getting specific
HR managers can feel like failures when their hires don’t work out. Their judgment is often poorly reflected, and they must expend time and energy to repeat the process. Nip the likelihood of employee turnover in the bud at the first interview. Get VERY specific about the job. Map out a typical day and work with managers to lay out deliverables expected in the first week, month, and six months. Make sure a recruit knows exactly what he or she is getting into — can he or she can handle the job?
When you take a candidate to the next round of interviews, keep the details coming. Don’t gloss over cultural fit; be specific and bring current employees into the meeting for discussion. To reduce the element of surprise for a new employee, give a tour of the office to show exactly what it’s like to work at your organization.
Go there — talk about salary from the start
Remove the possibility of sticker shock by being upfront about salary. You’ll save everyone’s time if you eliminate candidates who aren’t on the same page regarding salary.
Close the deal
Finally, nail the job offer so the right candidate is sure to accept. Making an offer can feel a bit like asking someone on a first date. You can’t be sure you’ll receive “Yes” for an answer, and you might have wasted your time trying to sound attractive. Crafting a rock-solid offer will give you the confidence to kick anxiety to the curb and land your ideal candidate.
A killer plan that allows you to anticipate roadblocks and navigate each interview step with ease is the best combatant to hiring nerves. Add candidates to your team who will become all-star, lasting employees. Take a deep breath and get started — you’ve got this!
Author: Alisiana Peters
Alisiana is a senior marketing coordinator at HiringThing, an award-winning online recruiting software provider dedicated to changing the way businesses hire talent. Questions? Contact HiringThing Marketing.