Hiring a wrong employee can hit you hard, both in terms of productivity and cost. According to a recent study, it has been found that a bad hire costs $7,000-$10,000 for an entry or mid-level position. Hiring a wrong individual for a managerial position could cost you more than $40,000. This is the cost factor associated with bad hires. What about productivity and work environment? 39% of businesses report they experienced a decrease in productivity due to bad hiring. It also has negative impacts on employee morale and client relations. A Harvard Business Review indicates that 80% of staff turnover is the result of poor hiring decisions. So what can you do to prevent a bad hire? Follow these pro tips to spot a wrong individual when hiring for any vacancy in your company.
- Poor Skills Match
Go for the best-matched candidate. You know your requirements. Read the candidates’ skills on their resumes and call people who have the most skills you are looking for. In a recent survey, it was found that 36% of the 1,400 executive respondents said the top factor for a failed hire is a poor skills match. The second reason is unclear performance objectives.
Matching the skills is important because fixing the gap would cost you more. You will have to train the hired employee before they can get back to work and provide some productive hours for your business. If under-skilled staff is a problem, then over-skilled candidates are too. Make sure you know your essential and desirable skills before placing an advert. Check candidate skills at the interview stage before finalizing him or her.
- Bad Attitude
Implement ‘hiring for attitude’ strategy in your recruitment process just like Internet retailer Zappos. The company has designated shuttle services for candidates. If candidates do not behave properly with the drivers, they are not hired. Another company Charles Schwab uses an innovative approach. He calls a candidate for a breakfast interview. He then asks the restaurant manager to mess up the order and checks how the candidate reacts to this situation.
Confidence is great but arrogance can create problems in your work environment. Focusing on attitudinal characteristics during the interview process can help managers make the right hires. Because they are hiring people who have good soft skills and whose value aligns with the company’s brand values. To employ the attitude-based hiring approach, you need to be clear about your expectations, be proactive, focus on the person’s characteristics behind the paper, and observe him or her when he or she thinks no one is watching.
- Comes Unprepared
Candidates look for new opportunities when they want growth, better salary, or higher position. But if your candidates come unprepared for the role you are hiring, then it is a red alert for you. An ideal candidate knows his or her past roles and responsibilities very well and can tell you why they are fit for your organization. If they cannot, this shows they are short on details and has not prepared well for your vacancy. This could also indicate that they are not as interested in the job as you are in hiring a new candidate.
- Lies and Mistakes
A Human Resources Social Network study found that 50% of candidates misrepresent information about their skills and experience, and 30% tell lies in their resumes. How to find out if your candidate is lying about his or her skills and expertise? Ask relevant, technical questions regarding the current role for which they are interviewing. Ask in details about their previous job roles. Some candidates lie about references. Check the references to know more about your potential candidate. This could prevent costly bad hires.
Another way to spot a bad hire is to see how many mistakes they are making during the entire recruitment process. Everyone makes mistakes. But careless mistakes are unacceptable. If their resumes have too many grammatical mistakes, reject them in the first place. Ask the candidate about any previous experience related to handling a tough situation. If the candidate didn’t take responsibility for the project mistakes, then he or she isn’t the person you are looking for.
How to Prevent Bad Hires
- Hire HR outsourcing services. A company specializing in HR and recruitment processes can help your organization conduct a comprehensive background check on a candidate. Experienced companies have a large talent pool with the skills you are looking for. These candidates have already been screened. So you can speed up your hiring process as well as make the right decisions at the end.
- Define job descriptions correctly with “pre-requisite” and “trainable” skills. Set clear expectations for the attitude you want in your candidate.
- Add objectivity to your soft skills assessment process. Break down certain aspects like cultural fit into desired and observed behaviors.
- Don’t make hiring decisions in haste. Sometimes, go with your instincts.
Hiring the right candidates requires time and effort. With so many administrative works to complete, HR managers often find it difficult to devote proper time in screening candidates. You need the help of HR outsourcing services to find the perfect match for your organization. HR outsourcing companies like Perito have skilled recruiters who conduct a detailed and exhaustive pre-employment screening on your behalf so that you get to interview the best candidates for final selection. Follow the other tips mentioned above to avoid hiring the wrong candidates. For outsourcing your HR and recruitment tasks, contact Perito today!