The four C’s of of hiring great employees
What Are HR Policies?
HR policies are the guiding principles that shape how a company manages its people. They cover everything from recruitment and onboarding to employee development and workplace culture. For small and medium-sized businesses (SMBs), having clear HR policies can make all the difference in building a high-performing team and reducing costly turnover.
Without solid policies, hiring becomes a shot in the dark—and an expensive one. According to Forbes, a single poor hiring decision can cost businesses anywhere from tens to hundreds of thousands of dollars, depending on how long they stay. That’s a tough pill to swallow for any business, especially when the solution lies in improving your approach to hiring and onboarding.
One of the best strategies? The Four C’s.
What Are the 4 C’s of HR Policies?
The Four C’s—Character, Commitment, Compatibility, and Competence—are like your hiring compass. They guide HR teams to evaluate potential hires in a way that goes beyond just ticking boxes on a resume. Let’s break them down.
1. Character
You can teach skills, but you can’t teach character. This is where you evaluate whether a candidate’s personal values align with your company’s mission. Think about it: Would you trust someone who struggles with honesty or can’t take feedback?
Practical Tips:
- Ask open-ended interview questions like: “Tell me about a time you had to own up to a mistake at work.”
- Use situational tasks or assignments to test how they follow through on commitments.
Why It Matters: Candidates with strong character bring dependability and integrity to the workplace. They’re team players, problem solvers, and less likely to create drama.
2. Commitment
Loyalty is hard to measure with a glance at someone’s work history. While employment gaps or short stints might raise red flags, they don’t always tell the full story. This is where digging deeper matters.
Practical Tips:
- Ask questions like: “Where do you see yourself in three years?” or “What motivates you to stay with an employer?”
- Look for evidence of perseverance in their professional or personal life.
Why It Matters: Replacing employees is costly—not just in dollars but also in time and morale. A committed hire ensures stability and long-term growth for your team.
3. Compatibility
Even the most skilled worker can fail if they don’t fit into your workplace culture. This isn’t about hiring a bunch of clones but ensuring that your new hire can adapt to the company’s environment and work well with others.
Practical Tips:
- Use personality assessments to gauge their workplace style.
- During interviews, observe how candidates talk about teamwork and managing conflict.
Why It Matters: Cultural compatibility reduces turnover, boosts team productivity, and fosters a positive work environment. If someone can’t get along with their colleagues, it doesn’t matter how good they are on paper—they’ll cause friction.
4. Competence
At the end of the day, can the candidate do the job? Competence is the cornerstone of the hiring process, yet it’s often overlooked or assumed based on a resume. Spoiler alert: It shouldn’t be.
Practical Tips:
- Verify skills through pre-employment assessments. A CareerBuilder survey found that 78% of resumes contain inaccuracies, so testing matters.
- Conduct role-specific tests, like Excel or Microsoft Office skills for administrative roles.
Why It Matters: Competent employees hit the ground running and contribute immediately, saving you time and resources. Skip this step, and you’re setting yourself up for disappointment.
To guarantee the hiring of competent employees, many human resources policies require a skills test for employment.
The Four C’s of Onboarding
Once you’ve hired the right person using the Four C’s of HR policies, the next step is onboarding them effectively. Here’s where the Four C’s of onboarding—Compliance, Clarification, Culture, and Connection—shine.
1. Compliance: The Non-Negotiables
Compliance ensures that all legal and policy requirements are addressed upfront. This step helps employees understand company policies, safety protocols, and their rights and responsibilities.
How to Do It Well:
- Provide a clear employee handbook that outlines key policies.
- Ensure all legal documents are completed before day one.
- Conduct mandatory training on topics like harassment prevention and workplace safety.
2. Clarification: Setting Expectations Straight
One of the quickest ways to demotivate a new hire is to leave them guessing about their role. Clarification is about defining job duties, performance metrics, and what success looks like.
How to Do It Well:
- Map out the first 30, 60, and 90 days with concrete goals.
- Use role-specific training sessions to build confidence.
- Schedule regular check-ins to address questions and provide feedback.
3. Culture: More Than Just Buzzwords
Your company culture is what sets you apart. Onboarding should immerse new hires in your values, traditions, and the way your team works together.
How to Do It Well:
- Organize team introductions and icebreakers during the first week.
- Share stories of how your company lives its mission and values.
- Create opportunities for new hires to observe and participate in cultural rituals like team lunches or brainstorming sessions.
4. Connection: Building Relationships That Stick
Connection is about fostering meaningful relationships within the workplace. Employees who feel connected are more likely to be engaged and stay long-term.
How to Do It Well:
- Pair new hires with mentors or “onboarding buddies.”
- Encourage collaboration on small projects early on.
- Host casual events like coffee chats or virtual meet-and-greets.
The Interplay Between HR Policies and Onboarding
HR policies and onboarding go hand in hand, working together to create a seamless employee experience.
- Character Meets Culture: HR policies identify candidates whose values align with your company, while onboarding reinforces those values through team integration and cultural immersion.
- Commitment Becomes Connection: Hiring policies find candidates who are likely to stay, and onboarding builds on that commitment by fostering relationships and engagement.
- Competence Needs Clarification: Pre-employment tests ensure candidates have the right skills, but onboarding clarifies how to use those skills effectively within your company.
When these frameworks align, you’re not just hiring employees—you’re cultivating a motivated, cohesive team. Use tools like EmployTest’s pre-employment assessments to ensure you start with the right talent.
EmployTest offers a wide variety of pre-employment tests – request a demo of our advanced testing platform and ensure that your next potential hire is qualified before you make an offer.