What do basketball and hiring have in common? A lot more than you’d think. Similar to basketball, hiring involves strategic plans to set up each team for success. Each individual contributor is part of achieving the greater picture, with the coach calling the shots and the team players executing them. The interview process is the perfect time to ensure each new member on your team is qualified and well-suited to perform on your team.
But there’s a certain kind of madness that comes with hiring the right candidate – similar to the madness we often see in the final rounds of basketball in the NCAA Division I Men’s Basketball Tournament.
During the month of March, we will see 68 teams battle for the final winning title. Yet who’s to say which team has what it takes? It’s hard to make a decision on the winner right from the start, but March Madness brackets are incredibly popular between basketball fans alike for that reason.
Likewise, in the world of recruiting, the candidates you may have your eye on in the beginning of the interview process won’t necessarily make it to the end. It’s important to take advantage of the screening and interview process as much as you can to ensure you’ve done the proper vetting and qualifying of candidates.
Not sure where to start? Using these two helpful tips, you can be the MVP of hiring at your organization.
1. Think of the interview process as the pre-season
Having an interview process with proper checks and balances is crucial to help navigate your roster of candidates to find top talent. This is your time to evaluate each candidate to see what they have to offer. Can they do all of the trick shots you expect them to, or are they considerably new to the game and therefore unpredictable?
At the onset of the interview process, figure out their skillsets, qualifications, and what they can and cannot do. From the get-go, you may want to consider cutting some candidates if they are underqualified. This will help you narrow down your search. Comparable to selecting March Madness brackets, you likely would not want to put a rookie in the finals.
On the other hand, if you happen to scout a potential “all-star” during your interviews, make sure to have a rating system in place so you don’t lose sight of them throughout the process. Having adequate candidate notes and tags puts the ball in your court when it comes down to making that buzzer-beating decision.
As you get to know each candidate more throughout the interview process, you can start preparing to make a well-informed decision on picking a final group or a winner.
2. Develop a talent pool strategy
Just like scouting can help a coach identify player’s talents, utilizing talent pool information from both passive and active candidates can further prepare your company to find the right candidate. This is especially true in the chance of an unpredictably low hiring climate.
According to Fortune, a shortage of approximately 40 million high-skilled workers and 45 million medium-skilled workers is likely around the world by 2020. Therefore, a good defense to prevent an upset is to utilize information captured within talent pools.
Companies who utilize talent pools saw a greater growth rate of applicant time-to-hire than those who do not utilize talent pools. It’s almost like a fast break – but for hiring!
Overall, it can be challenging to select one winner amongst multiple options you’re faced with during the interview process. But having an organized way to sort through your candidates can help you make a slam dunk in finding a winner.