A poor hiring decision will affect your bottom line. Not only will have you wasted your time and money in the recruiting and hiring process, you now will have to spend time fixing the problem. Eventually you may need to go through the “De-hiring” process, which can be expensive and time-consuming as well. In the meantime, company morale, your reputation as an employer and customer service may have suffered. There are a number of things you can do to assist yourself in selecting the best candidate for your needs.
1. Be terribly clear about what the business need:– Take some time to think about what your business needs today, and in the near future. It’s tempting to hire a warm body to take care of specific tasks that need to be done right now, but that doesn’t serve anyone in the long run. Write out a clear description of what is needed from this role. Notice I emphasized that you should pay attention to what the business needs. Be careful about hiring people because they’re your friends or are a quick fix. This will only lead to headaches in the future if they don’t meet business needs.
2. Know the market value:– Do a little analysis to find out what the average pay is for the position you are hiring. It’s okay to offer a range around that average, based on experience. Remember of you get cheap on the hire, you will get cheap work.
3. Publish an attractive ad:– Good and attractive ads help people to self-qualify themselves for the job. Use language that will help weed out people who are not a good fit, and attract people who are aligned with you. A well written ad should yield a few, qualified responses vs. a ton of non-qualified people. Wouldn’t you rather screen 10 good candidates than 100 not-so-good ones?
4. Ask meaningful interview questions:– Each question you ask should be intentional and provide information that you need to determine whether or not the person is a good fit for the job, and the business. This goes back to being very clear about what the business needs, both from a skills perspective, and a cultural perspective.
5. Ask substantive interview queries:– Every question you raise ought to be intentional and supply info that you just ought to verify whether or not or not the person may be a smart suitable the work, and therefore the business. This goes back to being terribly clear concerning what the business wants, each from a skills perspective, and a cultural perspective.
6. Go beyond the technical skills:– Most of the “bad hires” I see are a result of individuals stopping at the technical skills in the interview process. Go beyond that to find out whether the person’s attitude, personal attributes and values are aligned with those of your organization.
7. Set expectations early on:– You can begin setting clear expectations for the right person, right from the beginning of the recruiting process. Don’t sugarcoat the job, or ask for a super hero in the ad. When you do bring in candidates for an interview, make sure they understand the drawbacks of the job as well as the good things. Just as you don’t want any surprises from them, they don’t want any from you.
8. Schedule regular check in’s:– It is not uncommon to start someone on a 30-day or 90-day trial period. If you choose this route, document the expectations for the person as well as specific metrics you plan to measure. That will give you something to measure at the end of their trial period.
9. Get some management training:– Most people leave bosses, not companies. Brush on your leadership, communication and management skills. Your new employee will thank you for it.
About Us:– YOMA Business Solutions Pvt. Ltd. is an initiative of YOMA Corp. and has been operating in the Indian market for the last 15 years. YOMA Multinational Solutions along with its partner companies provides end-to-end HR solutions to match your business needs. For more information call us at 1800-102-1345
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