Recruitment is a time-intensive, costly pursuit. You’re wading through hundreds of applications, looking for that needle in a haystack that represents a successful, fruitful hire.
But when things go sideways, that’s when you need to reassess your strategy – especially if it’s happening often enough to represent a dent in the budget. Consider that a bad hire costs companies the equivalent of 30% of the first year’s salary for the position.
That’s no joke.
We’ve put together these tips to find and place the right candidates in the interests of making bad hires a rare occurrence and saving you the high cost of turnover.
A face-to-face interview is a perfect place to establish clarity around your expectations. You’ve got a review process in place and your candidate knows that, but does your candidate clearly understand what deliverables you’re anticipating at certain points of that process?
Set out your expectations for the initial phase of the candidate’s prospective employment. Tell them what you need to see at the 1 month, 2 month and 3 month marks. Ask the candidate how these goals will be achieved. Ask them which specific resources might be deployed to achieve them.
This will help you assess the appropriateness of the applicant to the role in play.
What questions does the candidate ask?
Keep in mind that the hiring process is a two-way street. You have questions for the candidate, but the candidate’s questions for you can reveal interest in and awareness of your organization.
Do they know about your organization’s goals and mission? Are they aware of what makes your corporate culture interesting and unique? If so, you’re looking at someone who may have found in you a fit for their own values and goals and that’s what you’re looking for.
Pre-screen by phone.
Shortlisting for face-to-face interviews is what the telephone is for. Here’s where you define basic expectations of the role and its scope. You’re also looking for training and work history issues at this point.
Pre-screening by phone allows you to sort the wheat from the chaff and saves time at the final phase of the hiring process.
Make interviews fun.
No one expects the Spanish Inquisition, so don’t make your candidates feel as though they’re being vetted for heresy. Relax. Enjoy. Be approachable and genuine. You’ll find that candidates respond positively to an interview with a strong human element which encourages them to be themselves.
You want to know who you’re hiring and allowing latitude for a human connection is your window to the true nature of who you’re talking to. Let those walls tumble down and get the employee who’s going to be the right fit, every time.
These tips to find and place the right candidates can be refined to your culture and objectives, but they provide a basic roadmap for avoiding bad hires and the high price tag attached to them.
Precedent HR is setting the standard for ATS that helps you find the right people to fill crucial roles in your organization. Contact us.