Don't be haunted by poor hiring choices!
Most business owners and managers know how critical hiring decisions are to the success of their business. It’s rare to find an employer who gets it right 100% of the time and many employers we speak to have had some trouble with this in the past. When new recruits don’t work out, it’s not only disappointing, it can cause disruption to your business and cost you time and money.
We recently heard from an employer whose poor hiring choice cost them more than they bargained for. Their recruit presented well and had all the right answers at the interview but after three months some cracks started to appear in her performance. It was discovered that she had fudged reports and was dishonest about her business development activities. In addition to this her negative attitude caused disruption amongst the other team members. The employer had no option but to sack her, leaving them out of pocket for training expenses, lost productivity and with reduced team morale. Not wanting to make the same mistake again, they asked for our help with her replacement.
Jane Carey, Director at Edge Recruitment says ‘Poor hiring decisions have the potential to be a disaster for any organisation and the longer term costs associated with recruiting someone who is a ‘wrong fit’ for a role can be very expensive'.
Here are some useful tips on how to avoid making a poor hiring decision.
Conduct a second interview
If you are not sure after a first round of interviews, don’t be afraid to get your candidate/candidates back for a second meeting.
Follow up any gaps in work history
There may be perfectly reasonable explanations for resume gaps such as travel, study, maternity/paternity leave, redundancy, surgery or temp work. However, it should be followed up. Another tip is to ensure the dates of employment on a resume match up with what’s listed on their LinkedIn profile.
Are they enthusiastic about the role?
People who display enthusiasm for what they do are happier in their jobs and contribute positively to their workplace environment. If a candidate seems disinterested or disengaged at the interview, proceed with caution - they may not be in it for the right reasons.
Do you see evidence that demonstrates good performance in the role?
Good performance in similar roles previously is a good indicator of success in future roles. If possible, ask your candidates for evidence of key achievements in previous roles e.g. growing the rent role from 25-80 in twelve months or exceeding sales targets.
Thoroughly check references
Don’t just ask referees about dates of employment and duties, dig deeper and ask for feedback about attitude and performance whilst in the role. Remember that not providing references from the most recent past managers is a big red flag.
Lastly, don’t rush this process if you are doing it yourself (without a recruiter). This is especially true for smaller businesses that don’t have the resources of a well established HR department. Don’t skip over any step of the recruitment process and be thorough in your interviews and reference checking.