Learn how to use a decision-making framework to improve your hiring process and select the best candidates for the role and the culture.

Have faith in your intuition. Consider the skill and cultural fit.Assign them an appropriate task. Remove the candidate from the workplace. Apply behavioral analysis. Examine the applicant beyond the resume. Have faith in the procedure. Consider the future.

How do you use a decision-making framework to evaluate hiring?

Hiring is one of the most important and challenging decisions that managers and organizations face. How can you ensure that you select the best candidates for the role and the culture, while avoiding bias and errors? One way to improve your hiring process is to use a decision-making framework that guides you through the steps of defining the problem, generating and evaluating alternatives, and implementing and monitoring the solution. In this article, you will learn how to apply a decision-making framework to evaluate hiring and make better choices.

1 Define the problem

The first step of any decision-making framework is to clearly define the problem that you are trying to solve. In the context of hiring, this means identifying the needs and expectations of the role, the skills and competencies required, and the criteria and standards for evaluating candidates. You should also consider the organizational goals, values, and culture that you want to align with. Defining the problem helps you to focus your search, communicate your requirements, and avoid distractions and irrelevant factors.

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Sam Mathews M

Talent Acquisition Lead | Talent Attraction | Employer Branding | Employee Advocacy | Candidate Experience | Career Match-Maker | D&I | Career Coach | Guest Speaker | Exploring New Opportunities | Open To Work
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Have faith in your intuition. Consider the skill and cultural fit.Assign them an appropriate task. Remove the candidate from the workplace. Apply behavioral analysis. Examine the applicant beyond the resume. Have faith in the procedure. Consider the future.

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2 Generate alternatives

The next step is to generate a range of possible alternatives that could solve the problem. In the context of hiring, this means sourcing and screening candidates from different channels, such as referrals, job boards, social media, or agencies. You should aim to create a diverse and qualified pool of candidates that match your criteria and offer different perspectives and experiences. Generating alternatives helps you to explore the options, increase your chances of finding the best fit, and avoid settling for the first or easiest choice.

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Ruggero Rossi, MD, MBA
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In small companies in particular, first step -missing here- is generating altrnatives which first include looking for internal candidates. Feasibile when required skills and competencies are assett of the company, it offers advantages: Having in house the best person more quickly resolves the problem you face Saving a lot of resources in terms of induction, training, networking, adherence to company culture and goals Increasing people motivation, company fidelization, people growth, meritocracy culture Sending a sound message of equity, value and respect for employees Of course, this implies more working for HR and managers, beeing easier for them to spend the budget to delegate headhunters to make the job.

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3 Evaluate alternatives

The third step is to evaluate the alternatives and compare them against the criteria and standards that you have established. In the context of hiring, this means conducting interviews, assessments, and reference checks to gather relevant and reliable information about the candidates' abilities, behaviors, and fit. You should use consistent and objective methods to measure and compare the candidates, such as rating scales, scoring rubrics, or decision matrices. Evaluating alternatives helps you to make informed and fair judgments, avoid biases and assumptions, and justify your decision.

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4 Implement the solution

The fourth step is to implement the solution that you have selected as the best alternative. In the context of hiring, this means making an offer, negotiating the terms, and onboarding the new hire. You should communicate clearly and promptly with the candidate, provide feedback and support, and set expectations and goals. Implementing the solution helps you to finalize the decision, secure the commitment, and establish the relationship.

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5 Monitor the solution

The final step is to monitor the solution and evaluate its effectiveness and outcomes. In the context of hiring, this means tracking and reviewing the performance, satisfaction, and retention of the new hire. You should collect and analyze data, such as feedback, ratings, or metrics, to measure the impact and results of your decision. You should also identify any gaps, issues, or opportunities for improvement, and make adjustments or changes as needed. Monitoring the solution helps you to assess the quality and success of your decision, learn from your experience, and improve your future decisions.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you use a decision-making framework to evaluate hiring?

1

2

3

4

5

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1 Define the problem

2 Generate alternatives

3 Evaluate alternatives

4 Implement the solution

5 Monitor the solution

6 Here’s what else to consider

Critical Thinking

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How do you use a decision-making framework to evaluate hiring?

1

2

3

4

5

6

1 Define the problem

2 Generate alternatives

3 Evaluate alternatives

4 Implement the solution

5 Monitor the solution

6 Here’s what else to consider

Critical Thinking

Rate this article

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