The Number One Hiring Fear for Employers
And how to choose the right person for the job every time
Any business owner or manager will tell you that recruiting the wrong person into your team is the costliest mistake you can make. Over the years, we’ve talked to many concerned clients who have expressed their anxiety and lack of confidence when it comes to choosing the right person, whether from a sea of job applications or from a shortlist of candidates.
When assessing a candidate’s suitability for a job, it’s important to understand there’s a complex mix of factors to consider in addition to their skills and recent experience.
Here are the most common fears and pain points we hear about and our suggestions on how to overcome them:
- What if my new hire quits?
Undeniably, the most common worry employers have is if their new recruit/s resign within a short timeframe. Employees that leave within 6 months of starting their job waste precious time and money spent on training, lost productivity and recruitment, often leaving their new employer scrambling to replace them.
- Our Advice
Have a plan on how your new recruits will be inducted and trained into the organisation. The more time that you spend up front with someone, the better they will settle in. Check in with people regularly and raise any concerns early before they become bigger issues. A culture of regular feedback (both positive and negative) can help keep employees get on the right track.
- Poor performance
Another common worry we hear about is candidates that interview well but don't perform once in the role. This could mean they don’t finish their work or perhaps they don’t meet performance targets - ultimately both affect productivity. This can be a major cause of stress for employers and those that manage them, often requiring a performance management plan to be put in place. Another drain on time and money!
- Our Advice
Reference check, reference check, reference check! Make sure that thorough references are conducted with past managers in at least the last two (or more) roles. Look out for gaps in their resume compared to their LinkedIn profile, or mentions of roles that aren’t on their resume. These could be telltale signs of past roles that haven’t worked out.
- Causing disruption to company culture
It’s helpful for organisations to have an understanding of their workplace culture. Is your workplace highly social, more formal or perhaps informal and laid back? Whatever the culture, when new employees don’t integrate well with the existing staff, it can cause disruption to the team culture.
- Our Advice
Recruit on culture first, and skills second. Before appointing someone, meet with them both formally and informally, to get a better handle on their personality and motivations. Even better, have another team member they will be in regularly contact with meet them as well and tap into their thoughts.
- Not doing what they were hired to do
New recruits that undertake other tasks and avoid focussing on the job they were hired for is another problem we hear about from employers. Whilst the new recruit may have the best of intentions, but this type of behaviour can cause disruption to workflow and a myriad of other problems.
- Our Advice
Ensure there is a clear task list for your new recruit to follow on a day to day and week to week basis. Make it clear what needs to be done for them to be successful in their role, and check in regularly to make sure those tasks are being ticked off. If they get all of this done and then go over and above, great!
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 in the past with a poor hiring decision. Putting in a bit of extra effort and being really thorough in your recruitment efforts will help you to choose the right person every time and directly affect the success of your business.