Best Practices for a Successful Interview Process

Maslow’s Hierarchy of Needs establishes a hierarchy of basic human needs. Maslow’s table prioritizes, in ascending order, the fundamental means of survival — food, clothing, shelter, safety — as they progress to the more sophisticated, intangible necessities for achieving internal growth — a sense of belonging, self-esteem, self-actualization. As an individual moves up the pyramid, they become more social and productive; each need contributes further to the individual’s full growth and potential. The same concept can also be applied to the workplace. What are the basic elements your organization needs to provide for your employees to successfully complete their duties, and what will you need to further provide in order to maximize individual contribution to the company and increase overall employee satisfaction?

It’s a fact: finding and keeping great employees is challenging. 82% of business leaders don’t believe their companies recruit highly talented people, and of those that do, only 7% believe they can retain them. So, how do you recognize who’s a long-term A Player? What determines their aptitude for greatness within a specific organization? It’s not always about the candidates who stand out in interviews. Selecting and nurturing quality candidates goes beyond the interview process. Here’s how to pinpoint the specific traits of great employees, how modern HR technology simplifies the process, and how HR tech can help effectively onboard and retain your A players:

We know you’ve seen them. The plethora of blogs, whitepapers, articles, and ebooks with advice about interviewing candidates. There are “how to’s,” “do’s and don’ts,” and, of course, “best practice” resources saturating the internet. Their titles insinuate that the interview process should be simple, so long as you follow a predetermined number of “quick and easy steps.”