If we all know the negative impact of making a wrong hiring decision, why does it continue to happen? The answer is simple and the solution is not rocket science.
There are several reasons that lead to a wrong hiring decision, the top three are as follows;
- Pressure to fill
- Poor interview process
- Not understanding what is required from a new hire
Pressure to fill:
Everyone is busy, everyone has targets to hit or deadlines to achieve. This means there is more of a need to hire but less time to hire properly. Recruitment takes time away from a person’s day to day which is why many find the act of recruiting frustrating. That said, most can agree that it is an essential element to a successful business.
Solution:
30 minutes per day plus time to interview selected candidates
30 minutes of focused time on recruitment per day will drive your recruiting success through the roof. These 30 minutes can be spent reviewing CV’s, updating or promoting your job ads, getting aligned or realigned with your interview team or finessing your interview focus areas. This will relieve pressure because you are taking the necessary steps toward filling your job with the right person. There are many layers, but 30 minutes per day is doable and by doing some of these steps, you greatly increase your chances of making the right hire versus the wrong hire. Take the pressure off and add 30 minutes to your calendar!
Poor Interview process:
Interviewing does not come naturally, it takes time to master and to find your interviewing style. If interviewers are not trained or aligned on what is required from the new hire, there is no way they can make good hiring decisions. Top candidates will also see this as a flag as the interview is a window into your business. If the process is poor, it reflects badly on what it’s like to work for your organization.
Solution:
Provide interview training to whoever is expected to interview candidates for your organization. This gives the interviewers confidence in their ability to deliver. Also, ensure every interviewer is aware of the must haves and nice to haves for the position. This will prevent the bar from dropping or making panic decisions. Finally, meet with the interviewing team regularly until you find the right hire. Learn from each step or from mistakes made and adjust the process where necessary.
Not understanding what is needed from a new hire:
You know how busy you are and what needs to be done to hit your targets. Does this mean you know what type of hire you need to make? Not necessarily. By going to market prematurely, you risk attracting, interviewing and hiring the wrong person and you will absolutely waste time and money on irrelevant/poor recruiting.
Solution:
Before going to market with a job description, you should sit down (ideally with another team member) and deep dive into the immediate needs of this hire, as well as what the business needs in 6 to 12 months time and beyond. This way, you will know the level and background required from the inbound hire. There are also knock-on benefits to this step, including; a better employer value proposition (EVP), a more engaged interview process, ability to explain future development to a candidate and most of all, the ability to make a better hiring decision since you now know immediate and future expectations of the new hire.
As mentioned, this is not rocket science but it does take time. Thankfully, HireWise.ie can support you with all of the above solutions and more. Why not take the first step to success and schedule a free discovery call.
