One of your employee is late for work every day and ignores the assignments he is given. Other employees have to make up for his poor quality work. Does your staff wonder how he got hired? And now, are you asking yourself the same question?
There are five common reasons why the wrong people get hired. They are also easy to avoid. Use the following list to see if any of them are causing you to make costly hiring mistakes:
1. I don’t take time to do the job right.
Do you allow time pressures to prevent you from developing systematic approach to hiring for key positions—which is almost all of them—particularly for a small business.
Solution: You can prevent hasty decisions that may result in costly bad hires by allowing adequate time to use a well-planned hiring process.
2. I don’t know what the job requires.
Solution: Get very clear about what you are looking for even before you begin to recruit, look for candidates or interview anyone.
3. I am not sure what kind of person I am looking for.
Solution: Use a process (we call it job-benchmarking) to determine the specific talents and characteristics required for success in the particular position.
4. I base my hiring decisions on “gut” feeling.
Solution: Validated assessments and job-relevant interview questions that minimize being influenced by the “Halo Effect” can improve your chances of selecting the best candidates.
5. I place too much importance on credentials and past performance.
Do you consider experience, education, and technical know-how the primary factors that determine results on the job? A well-crafted resume with glowing titles and years of relevant appearing experiences are not necessarily indicators of success because the requirements and expectations of the job
will likely change dramatically. Unless you hire for potential, you may end up with an under performer in a key role, and he or she will likely need to be replaced.
Solution: Use the validated, job-relevant “Job-Talent Fit” process that compares the talent assessment of each candidate with the requirements of the job. This adds a measure of objectivity which can be the basis for up to one third of the hiring decision—not a substitute for the hiring manager’s judgment.
What to Do About It
Click on the following link to get the free executive summary report, “The Top Three Reasons Hiring Processes Are Broken and What to Do About It”