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Making the right hire is one of the best things you can do for your organization. Learn how to make better hiring decisions through job descriptions, structured interviewing, hiring committees, and more.

Hiring is one of the most important things an organization does. Every new hire affects the team, culture, and company direction. It pays to invest time, resources, and research into the hiring process. Making the wrong hire can be far more costly than taking the time to make the right one.

Companies continue to spend substantially more on training than on hiring. ASTD’s 2012 State of the Industry Report found that American companies spent $156,200,000,000 on learning programs in 2011. The average employee received thirty-one hours of training over the year, which works out to more than thirty minutes each week. Why not front-load the investment and spend the majority of time and money on attracting, assessing, and cultivating new hires? If you are better able to select the right people up front, then you can spend less time on training bad hires and dealing with the consequences.

Every step in the hiring process - from resume review to interview training - is an opportunity to improve the final decision. Processes such as structured interviews and hiring committees can help ensure hires will be great for the long-term.

Get that second (and third) opinion on a candidate before hiring

Is it worth the extra time to get an extra interviewer to vet a candidate? The latest research from the Behavioural Insights Team in the UK shows just how valuable an extra reviewer or two can be to making the best hiring decision.

The science of structured interviewing

In a structured interview, well-trained interviewers ask a set of planned, rigorous, and relevant interview questions and use a scoring guide to make sure their interview ratings are accurate.
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