Climbing the Greenhouse Hiring Maturity™ curve
Once you’ve understood the Greenhouse Hiring Maturity™ curve and taken the assessment to see where your team currently sits, what happens next? This is the time to start taking action. The great news is that no matter where you fall on the Hiring Maturity curve, there are changes you can make now to start improving your hiring process. This article outlines many actions you can take – remember to start small and pick just one or two focus areas as you start driving significant change in your hiring efforts.
We’ve identified four important competencies within hiring to work on as you move up the Hiring Maturity curve:
- Identifying and attracting the best talent for your organization
Owning every moment of your hiring experience
- Making confident, informed hiring decisions
- Using data to drive operational excellence and improve over time
These four competencies represent the foundation of excellent hiring. By focusing on these specific areas, you’ll be honing in on the essential skills and behaviors that your team needs to develop to become more strategic at hiring.
This article focuses on making confident, informed hiring decisions. We’ve outlined recommendations to help your team move the needle and become more sophisticated in this particular area of hiring. Your company may not progress up the curve from Chaotic up to Strategic in a linear way, and that’s completely okay. Read through each section and take the most relevant next step based on your organization – every small step is a move toward hiring excellence and achieving your business goals that much faster.
Make confident, informed hiring decisions
What does it mean to make confident, informed hiring decisions? Why should you focus on it?
Informed decision-making is one of the core benefits of having a structured hiring process. By moving candidates through structured interview stages and collecting data throughout the process, your company will be able to get a complete picture of your candidates that is supported by tangible examples and concrete data. So when it’s time to extend an offer, you’ll have confidence that you are hiring the right person for the job – confidence that is backed by data. You’ll also be able to give the candidate a complete picture of your company and the role, ensuring they feel confident in their decision to accept that role and join your team.
When you make hiring decisions based on data, you are more likely to hire a candidate who will be able to execute on the expectations for the role. You’ll also be able to build a retrospective process – if the new hire isn’t successful, you can circle back to your hiring criteria and reevaluate what is necessary to be effective in the role. This is particularly important for evergreen roles, where continuous iteration and improvement of the criteria is imperative to long-term success.
Ready to improve your team’s ability to make more informed hiring decisions based on data? These initiatives and tips will help you get there.