Have you ever hired the wrong person? Most likely, we all have at some time or another. Unfortunately, the cost for that mistake can be personally disappointing and even worse, a huge financial burden to the company. The wrong person, at times, may also create missed deadlines, angry customers, and low-morale among other employees. A Forbes article by David K. Williams, estimated the cost of a bad hire to be between $25,000 and $50,000!
So what is an employer to do? Hire the right person, of course! Ah, if it were only that easy. Unfortunately, finding that good hire can be very challenging and sometimes even seems an impossible task. However, there are definitely ways to increase your odds of hiring the RIGHT person for each position.
A recipe for a successful new hire includes these 7 steps:
1. Define Position. The job description should be as detailed as possible for the position and any special knowledge or experience needed should be highlighted. To avoid receiving many (sometimes hundreds) of non-qualified applicants, include what will be required during an interview such as design portfolio, examples of work, success stories, etc. Also, include expectations like percentage of travel, goals of the position, relocation, and industry experience, for example.
2. Understand the Team. If the new hire will be integrated with a specific team, it is extremely important to understand the dynamics of the team, their personalities and their expectations of the new employee as well. A mismatch here can result in a bad hire as well as increased turnover within the team.
3. Read Resumes. While this sounds simple, most hiring managers simply skim over the resumes looking for key words, rather than reviewing them in depth. The ?skimming? method ultimately will exclude some very good candidates and bring some in for interviews that are not a good fit. Create a list of expectations and assign a numeric value for each. Compare each resume to your list and calculate the potential value of the applicant. This can be a great starting point for deciding which applicants should move further in the process.
4. Call the Candidates. After you have reviewed resumes and narrowed down the field of applicants, having an initial phone interview can many times narrow the field even more.
5. Meet Face-to-Face. Never, ever, ever hire an employee without a face-to-face meeting, preferably in person or at the very least through a video conference. Applicants may look great on paper, but may not have people skills, be poor dressers, be arrogant ? the list goes on and on. If this is a confidential hire, meet the applicants for coffee at a convenient location outside of the office.
6. On-boarding the New Hire. Many companies, especially smaller businesses, skip the on-boarding process completely. This can be a costly mistake. The new employee needs to understand the various departments in the company, company values, culture, goals, policies and procedures, as well as the company?s mission statement. Allocate time and resources for this step, which will help the new-hire feel more a part of the company and have a better understanding of the company-wide goals.
7. 30 Day Review. The 30 day review is also an area lacking in many organizations. This is the time to look at their performance thus far. Equally important is asking the new employee if he/she has any concerns or needs any additional help to better acclimate. Discovering what may be a wrong hire early on gives companies the opportunity to either help turn them into a good hire (if possible) or cutting ties early in the process.
With the wide range of job boards and social media, and the ease of sending a resume, hiring can be a monumental task to busy managers and HR departments. Regal Personnel has been helping our clients find that perfect candidate for 15 years. Call us at 972.361.8008?for a no-cost, no-obligation review of how we can help you.