Flowcharts as Guides for HR to Hire Best Employees

by | Feb 17, 2020 | Customer Service | 0 comments

“If you pick the right people and give them the opportunity to spread their wings, and put compensation as a carrier behind it, you almost don’t have to manage them.” – Jack Welch

Success in modern enterprise often hinges on the ability of a business to locate, hire, and deploy high-quality human capital. Contemporary organizations invest persistently in top-notch hiring practices that focus on screening candidates and executing the subsequent actions to hire best employees. A host of processes, essentially human-powered and technological in nature, acts as support mechanisms that complement modern hiring mechanisms with a view to harvest the best talent. Human resources (HR) professionals must work to arrive at the best tactics to service the mission to hire best employees. These tactics may comprise initial screening tests, reviews of candidate qualifications, background verifications, examining candidate participation in knowledge-driven discussions, personal interviews, etc. In addition, specific tactics and machinations may interrogate candidates and applicants for specialist knowledge and ability to thrive in team environments. These tactics and mechanisms, when constructed inside a flowchart illustration, allow HR operatives to design successful strategies to hire best employees.

Pre-screening interviews represent the commencement of the journey to hire best employees. The modern organization may choose to deploy line managers and senior executives in addition to seasoned HR professionals in designing and executing such activity. The contents of a flowchart can guide such activity through stages that variously depict initial surveys of candidate profiles, conducting telephonic interactions with potential candidates, assessing the ability/aptitude of individual applicants, matching the declared work experience of candidates with advertised job requirements, etc. The modern organization may include additional stages in tune with specific job roles advertised in online media. In effect, the flowchart emerges as a testing ground for an organization’s ability to focus its efforts on the mission to hire best employees. Additionally, the flowchart could act as a repository of comments from hiring professionals, one that allows the subsequent stages of the hiring process to gain heft in terms of narrowing the field of applicants and candidates.

The correct questions, posed in an appropriate context, can empower HR professionals to hire best employees and service the long-term objectives of a contemporary organization. Flowcharts can help organize (and impart velocity to) such an initiative by offering the platform to frame questions and inquiries that interrogate a candidate’s background, work experience, aptitude, skillsets, knowledge base, and ability to perform in a new workspace. Subsequently, HR professionals could pool their collective talent to populate the illustration with queries and questions, while registering the elicited response on each count. The emerging picture allows hiring professionals to create a composite image of a candidate, and assess the same in light of organizational requirements. Clearly, such a flowchart provides crucial impetus to the mission to hire best employees, thereby reinforcing the organizational objective of inculcating intelligent talent into the workforce.

Creative techniques can assist organizational efforts to hire best employees in competitive employment markets. In line with this, interviewers and hiring professionals could steer clear of convention and work to develop an understanding of the thought processes that animate individual candidates. This could take the form of posing a series of problem situations that require an interviewee to intervene and resolve the same in different contexts. The responses are graded in terms of spontaneity, intelligence, situational awareness, a responsible approach to professional duties, an understanding of the dynamics of modern work environments, ability to perform inside and outside work groups, etc. The responses that issue from an individual candidate must undergo an objective assessment as the hiring process moves forward. When outlined inside the expanse of a flowchart, such techniques empower hiring professionals to develop objective assessments of candidates and process to hire best employees.

Guided walking tours of different workspaces inside an organization can elicit real-time responses from potential candidates. Such an assertion enables HR persons to take note of the various flavors of the reactions shared by an individual candidate. Subsequently, candidates can be graded in terms of their curiosity levels about work processes, their levels of knowledge, expertise and awareness in terms of ongoing work processes, social courtesies, interest in upgrading the quality of extant systems and processes, recommendations to improve employee output, problem-solving abilities, intelligence levels, etc. This technique allows organizations to test candidates in different environments and subsequently hire best employees. When plotted inside a multi-stage illustration, said technique reveals the different facets of personal character of a candidate, quantifies the ratings of individuals against established benchmarks, describes their ability to work in fast-paced work environments, and spotlights best-of-breed professionals that could add value to a workforce (or executive suite).

Reference checks remain a vital component of modern recruitment processes. Therefore, hiring professionals should create a checklist that interrogates each proffered reference in terms of an applicant’s background, work experience, years devoted to service in different organizations, professional awards, qualifications, ability to perform inside teams, the ability to generate breakthroughs in brainstorming sessions, capacity for original thought, professional conduct in stressful environments, etc. The components of the checklist are vital to the creation of a complete picture of any candidate, and therefore, must precede any action to hire best employees. Complementary probes could register progress through searches on social media platforms, professional networking services, conversations with former colleagues, testimonials from supervisors, etc. We note the scope of reference checks can be incrementally refined and expanded in tune with organizational diktats to hire thoroughly vetted candidates.

Pools of candidates, when compiled and maintained inside IT systems, empower human resources work groups at critical stages of the hiring cycle. This stance assumes considerable efforts at the back-office of such groups, but empowers the organization to draw on a reservoir of qualified human talent. Such a technique is useful for organizations that must populate available positions at short notice in pursuit of challenging mandates issued by clients. Hence, hiring professionals must invest long-term efforts to build pools of talent and maintain professional contact with potential employees. In addition to the above, such a stance empowers the management cadre of a large organization to commit to exacting client requirements and service lucrative contracts within restricted timelines. Multiple editions of such techniques can assist modern organizations to prospect deeper into employment markets and forge novel strategies to hire best employees.

The foregoing instances clearly underline the utility of flowcharts in empowering the modern organization to fulfil dynamic hiring requirements. Such illustrations enable hiring professionals to define and develop original techniques that can aid conventional hiring processes. Specifically, flowcharts can emerge as locations that promote systemic interventions designed to refine hiring practices and bring to market radical new paradigms that hinge on evolved hiring practices. In addition, digital editions of flowchart can serve as intelligent platforms that can track crucial metrics which illuminated legacy hiring campaigns, thereby spotlighting the requirement to drive refinements in the HR domain.

Further, the different sections of a flowchart can be augmented with analytical capabilities that enable organizations to assess the financial impact of enlightened hiring practices. Such a stance equips the stewards of an organization with the capability to develop greater synergies between best practices in HR and the overarching objectives of the parent organization. In doing so, such illustrations can serve as crucial waypoints that elevate the human resources departments to the level of a full-fledged partner in the journey to organizational success.

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