A business can’t be a success without hiring the right people, and there are many aspects that can go wrong when you hire someone who isn’t the right fit for your business.
For instance, a bad hire could:
Commit fraud and steal money from your business.
Steal money or products from your clients.
Disrupt other members of your team.
Fail to do tasks to an acceptable level.
These problems will cost your business money – a lot of money. Recruitment is expensive, up to 150% of the annual salary of the new employee and if you get it wrong, you might have to spend that money again.
The obvious choice is to ensure you are hiring the right people for the job, the first time. This can be challenging as candidates don’t always make it easy. Seemingly perfect candidates can hide dark secrets.
56% of job seekers have been found to be lying on their CV. Some of the common lies include:
Embellishing job responsibilities (38%).
Extending time in employment (12%).
Higher salary (unknown number).
Academic achievement (20%).
Current skills (unknown number).
A fake reference (29%).
Interviews are even more precarious as 81% of people have lied in an interview to secure a new position. Working out who is worthy to join your organisation might seem tricky but you can get it right with the correct processes in place.
Here are some tips on how to recruit and hire the right people into your team.
1. Recruit From The Right Sources
There are so many options when it comes to recruitment sources that you could get an endless list of candidates, so narrow down the recruitment sources to trusted people who know what they are talking about. Look at using specific job boards, recruitment companies and your current network of employees.
In fact, your current employees can be one of the best sources as often they have the right cultural fit for your business and are trusted.
2. Create A Job Advert To Make Your Life Easier
Create a job advert and include all the information about the job. Make sure you include must-have and would-like-to-have skills on the advertisement. When applications come in, mark them against those skills. Anyone who doesn’t have a must-have should not be considered.
Remember to make the job enticing as well. Tell them about your organisational culture and the benefits they can receive. The best hires will only look for employers who can meet their demands for working benefits.
3. Check Information On Their Resume
Next, you need to check all the information on their resume for accuracy. Call previous employers and ask them about the candidate’s skills and knowledge in certain areas. Check pay grades, working dates and job responsibilities.
The more information you get, the easier it will be to determine how truthful the candidates have been on their resume. If they haven’t, drop them from consideration.
4. Have A Powerful Interview Process
The interview is a chance to meet and assess the remaining candidates. Have them complete any necessary skill assessments (like word processing tests) and then invite them to a series of interviews.
Ensure candidates meet other members of your team who can assess them on their fit within the organisation as well. The more you challenge candidates, the greater the chance you’ll see what they are really like.
5. Don’t Forget Culture
While skills are important, their ethics must be aligned with your corporate culture. If they aren’t, you could hire someone who produces great work but is in constant conflict with the rest of the team.
This will only annoy those who have been loyal to you so far and reduce productivity within the organisation.
Conclusion
Hiring the right people is important. It allows you to move quickly on when you have a need for more staff to help grow the business.
However, when you hire the wrong person, it can have a detrimental effect on the company.
Learn to source candidates and assess them rigorously to ensure you aren’t bringing in any bad hires and damaging your business.
How rigorous is your hiring process? Have you had a bad hire in the past?
Let us know in the comments below.
