The Do’s and Don’ts of Hiring
Everyone makes mistakes from time to time, and these errors can have a large effect on a company’s procedures, revenue, and goals. When these errors impact the staffing process, the repercussions can be far more serious. Hiring the wrong individual can adversely affect the organization’s work environment by negatively impacting project deadlines, customer satisfaction, and overall profits. Below is some advice on what to do – and what not to do – to avoid these issues in the hiring process.
Do: Create a Plan
Design a recruitment strategy and determine dates for each part of the process and ensure that deadlines are met. It’s imperative to set a realistic timeline, as finding the right individual can take a month or more. Make sure all assessments or technical evaluations are appropriate for the job. If you’re unsure, involve knowledgeable people in the process and ask them to attend interviews or otherwise consult with you.
Don’t: Be Too Specific
It’s good to create clear requirements and qualifications for the position, but don’t limit your options by being too selective. Great candidates may avoid applying because they don’t meet all the requirements, or they believe they’ll be overlooked by an HR manager for that reason. It’s important that the company be clear about what it’s looking for in a candidate and that the requirements reflect what’s needed for the role, rather than being a checklist for the ideal employee. Keep an open mind about candidates who may not seem like a perfect fit on paper, but still appear able to perform the job to or above expectations.
Do: Prepare Thoroughly for Interviews
First, limit interviews to only the people you feel are properly qualified for the position. Research and plan your questions ahead of time, and only ask questions that are relevant to the job or the organization at large. Avoid subjective questions outside of personality testing. If it’s clear that the person has the skills and ability to do the job, it’s important to get to know their attitude, work ethic, and interpersonal skills. After all, this is someone everyone will have to work with moving forward.
Don’t: Focus on Just Filling the Position
Sometimes managers don’t realize the amount of time and effort it takes to hire a new employee and they rush the staffing department to just hire someone. This pressure means that staffing managers are often forced to hire the first person they think is qualified for the job – not necessarily the best person. This can lead to faults and inexperience being overlooked that might otherwise have disqualified a candidate. If the hire turns out poorly, valuable time and money will have been wasted on training and important work will be delayed. Hiring managers need to be clear with their superiors regarding the time they need it to fill a position properly.
Do: Check References
Always ask for two or more professional references, even if the candidate seems perfect after an interview. Some people excel in the interview setting, expertly showcasing their skills and experience, selling themselves well, and leaving an excellent impression. Employment references will let the hiring manager know and confirm whether the candidate’s experience and accomplishments match their sales pitch.
Don’t: Hire by Recommendation Alone
There will always be someone who asks for a favour or will recommend someone they know for the position you’re looking to fill, whether it’s a family member, a friend, or a former colleague. As much as you may be tempted to circumvent the entire hiring process, never hire people solely based on someone else’s recommendation. Every individual should meet all the qualifications for the position and go through the full hiring procedure.
Hiring the right individual from the beginning will save any company money and time. Follow these tips and you can not only make hiring more effective, but also less stressful.
– Viviana Sanchez