The Hiring Process: How to Improve Hiring for Employers and Applicants

I have heard from both sides of the aisle in the hiring process, and both sides have valid complaints. From the hiring side, the biggest complaint seems to be that they didn’t get the person they thought they were hiring — and now they feel stuck with a disappointing, second-rate hire. From the applicant side, the problem is almost always that the job they accepted is different from the one they believed they were being hired for.

So what happened — and why? More importantly, how can we make this process better for both sides?

Step One — Define the Job Clearly

When you prepare to hire an individual, there are basic considerations you should think through:

• What exactly will the job entail?

• What educational and experience requirements matter?

• What salary is appropriate for that specific role?

• What benefits are offered?

That’s step one — and it’s the easy part.

Step Two — Define the Person You Actually Need

Now comes deeper thinking. What kind of person will truly thrive in this role? Consider:

• Does speed matter?

• Does precision matter?

• Is introvert vs extrovert a factor?

• Is creativity essential?

• Will bravery be required?

• Is experience needed, or do you want a blank slate to train?

These questions are step two — and they’re harder for most organizations.

Step Three — The Most Critical (and Most Overlooked): Follow-Up Questions

Step three is where many organizations fail: the actual interview process.

Most interviewers ask surface-level questions but fail to follow up with deeper probing.

For example, say you’re hiring a salesperson who proudly tells you:

“Last year I sold a large number of a product very similar to yours — and I have the sales figures to prove it.”

Sounds impressive, right?

But you want great, not average. So you ask:

“How does that compare to your previous five years of performance?”

You discover they were average for four years, and their numbers only skyrocketed because the company built an online presence — and even then, they weren’t in the top ten.

This is why follow-up questions matter. Candidates will always present themselves in the best light. Follow-ups help you determine what their claims really mean.

Applicants Have Responsibilities Too

On the other side of the coin, applicants also have preparations to make. Your first step as an applicant is to find out everything you can about the organization:

• What does the company do?

• Are they engaged in things you care about?

• Are they growing or stagnant?

• Are they top-heavy with leaders or lean and expanding?

• What is their turnover rate — and how does it compare to industry average?

With the internet, researching a company is easier than ever — and applicants who don’t do it are at a disadvantage.

Ask Smarter Questions During the Interview

During the interview, you will be asked if you have questions — and you should. Better questions include:

• “How would you describe the culture at this organization?”

• “How does the company view training and development?”

• “How are creativity and innovation valued?”

• “What is the average employee tenure here?”

• “What are the company’s future plans?”

These questions separate strong applicants from average ones. After all — this is your future.

Getting The Hiring Process Right Helps Both Sides Grow

When organizations and applicants both take the time to think deeply, ask better questions, follow up, and seek clarity, something powerful happens:

They find the right fit. When that happens, both grow. It’s worth the effort to do a little research — and think a little deeper. The future is important for both sides.

Hiring challenges often reveal gaps in leadership, communication, and expectations. Explore how LIA Training helps organizations strengthen their culture and leadership skills.