Hiring is a great responsibility and requires a certain amount of careful planning. A bad hire can cost the company a significant amount of money, not to mention the damage that it does to the company’s reputation as well as the employee morale.
Being a recruiter, the responsibility of a bad hire falls to you. You were the one who took the decision to take someone onboard. Each bad hire is a mark against you. So, we have come up with a list of hiring mistakes that you need to avoid at all costs.
We do not know from where this thinking has originated, but fact is that the notion persists in many industries that pirating an employee from a competing company provides an enormous head start. The probable cited reason behind this could be that such an individual would be able to hit the ground running, training could be skipped, and an added benefit might be that new clients will come along with this pirated individual.
More often than not, this is more of a recirculation of mediocrity rather than a real gain. It is much simpler to teach an inexperienced individual (with some real potential) rather than trying to cash in on second-hand experience. Though exceptions do exist, most of the times it is not a great idea to try and pirate employees.
Not considering whether the employee is a cultural fit
While education and experience are crucial qualifications to consider when hiring, they are not all that matter. Even if the candidate looks perfect on paper, there are other important factors at play as well, including whether or not the candidate will fit into your company’s culture. It is critical to ask yourself if that candidate’s personality and behavior will be suited for the job. How will that person interact with their colleagues, clients and customers? Focusing on their qualifications is simply not enough, repercussions of a cultural clash are much more severe than those of inexperience or mismatched skill sets.
Not listening enough
As tempting as it might be to rush through interviews and fill up the empty positions, it is never a good idea to begin the interview with an in-depth discussion about the job and the company. If you do, this will give the candidate a fair idea of how to tailor their responses to tell you what you want to hear.
Instead ask targeted questions and let the candidates do the talking. It will provide a better sense of their personality and help you gain insights into their behaviors, attitude, and potential for success in your organization.
It’s crucial to take the time to delve into a candidate’s experience and potential. So talk less, ask and listen more.
Lacking a hiring structure
Let’s face it; it’s a rather daunting and time consuming task to fill up empty positions in an organization. What can actually help here is having a well structured and standardized hiring process in place. Apart from making things easy for you, by creating and establishing a structured hiring process, you can also ensure that each individual is completing the same steps and providing the same information. Your decision-making process will then ensure that all candidates will be considered on fair and equal grounds.
Not having a solid onboarding program
While training alone is not sufficient to turn a bad hire into a good hire, it does not mean that it is unimportant. Having a clearly defined onboarding program that provides new hires with an orientation and training program to help them settle into their new positions is a crucial element of the whole hiring process. Employees who are coached at the beginning stages of a new role will contribute more to the team and be able to reach their full potentials sooner.
Instead of wasting time and resources because of bad hires, isn’t it better to hire good the first time around? With that in mind, we hope these tips help you make sure of quality hires. If you think we missed out on any, feel free to drop in a comment. We would love to hear your thoughts on it.