| Growing a business challenges us in many ways; no more so than when it comes time to hire staff. Sadly, many businesses (both large and small) often commit a series of “sins” that cause them no end of problems and ultimately result in either the new hire leaving, or worse still, staying and causing problems elsewhere! |  |
In fact, according to a study conducted by the Harvard Business School, making poor hiring decisions can cost a company as much as three times an employee’s annual compensation package (this includes not only base salary, but commission and bonus).
But all this can be avoided if a few simple steps are taken before the hiring begins. Many people think hiring personnel is … well, “personal” – it’s not. It’s a process based on metrics, measurements and other empirical data. Far too many people who have been tasked with hiring do some cursory reviews and then “go with their gut.”
Gut instinct is awesome … but not when it comes to hiring, it’s simply too hit or miss. I’m not suggesting you should ignore your instincts, but instincts should not drive the process – merely provide another perspective once the process is underway.
One such way to avoid the emotional aspect of hiring is to use a professional firm that specializes in recruiting. While smaller businesses may balk at the apparent cost or the appearance of “loss of control”, the reality is the costs are marginal and the control actually improves – not lessens.
It’s critical the firm you choose to help you recruit the right person spends the time developing a role model of success beforehand. This model becomes the baseline that all applicants are compared to. This provide a true metric for establishing acceptable, good, and excellent levels of achievement.
Another benefit from this approach is the ability to create a detailed interview questionnaire. Exploring the qualities and skills of a candidate should not be haphazard and a scripted questionnaire is critical to this. Understanding the “role model” baseline permits the creation of this important document.
And while the final job role will dictate other aspects of the hiring process, it’s not uncommon for top service companies to also included assessments on fit within an organization as well as other overviews on critical job-related criteria.
[Sidebar] If you’re on the other end of the hiring experience (the hiree, not the hirer) then bear this in mind: today nearly 70% of recruiters report some form of pre-screening of candidates using a major search engine. Think twice before posting “those” pictures or making “those” comments.
With modern technology supporting the process, today’s recruiter also can screen and begin the process remotely. With guided virtual assessments, candidates can complete their assessment online, anywhere and at any time. Results are instant and the process is easy.
When considering hiring new staff, consider these factors and choose to hire smarter for your business. You’ll get the right people for the right jobs at the right time.