The phrase “employees are our most valuable asset” has become a cliche in the hiring world for a reason. Hiring the right individuals and nurturing a healthy team is the foundation of competitive advantage. While the potential for profitability is clear, it’s sometimes difficult to comprehend the negative impact a bad hire can have on a company — something that can extend well beyond any immediate lack of productivity surrounding a role.
Underestimating the potential impact a single individual can have on a company, whether it be positive — or negative — can jeopardize company success and survival. The best way to avoid this is learning from other companies’ mistakes when hiring. Companies usually hire the wrong candidate because they are pressed for time, did not perform adequate reference checks, or did not research the candidate’s skills thoroughly enough. This can be avoided by following these six simple steps in the recruiting process:
Implement a values-based approach
When establishing desired roles for a given position, it’s important to weigh certain abstract traits like character and integrity. Unlike skills-based qualities, values like these can’t be taught and are paramount to a candidate’s success within the company.
Establish desired roles
Prioritize attributes that the role demands and make a clear distinction between mandatory qualities and ones that could be developed. Once these requirements are carefully articulated, do not compromise them.
Don’t rush the process
Rushed recruiting processes generally lead to desperation hires. Do not succumb to the pressure of deadlines and overlook candidate flaws in order to fill the position quickly. Instead, find a way to use your time effectively to avoid making impulse decisions based on gut instinct rather than data.
Get a sense of your candidate’s personality
By introducing video interviewing early in the hiring process, you can ask questions that will allow you to learn more about a candidate’s personality to determine if they are a good cultural fit. See how video interviewing can save you time and money.
Ask the right questions
Depending on the role, it is often important to understand how a candidate will react under certain circumstances. Carefully choosing interview questions to observe how they think and communicate under pressure will reveal a lot about their potential to succeed.
Make sure that your candidates are given a real representation of the company. Don’t try to sugarcoat flaws or weaknesses, but instead welcome the candidate into a discussion of their potential to introduce change. Overselling the company will lead to false expectations, employee dissatisfaction, and a high turnover rate.