Every company craves for good hiring ratios. Needless to say, efficient employment selection alone can predict job success. But the fact of the matter is that good hiring does not happen by accident. In fact, it is estimated that two-thirds of employee hiring decisions may be hiring mistakes.
When the going was good and nobody bothered about cash it was “OK” if one or two of those hired were not up to the mark the hiring mistakes are pointed towards the HR department’s recruiters.
There is this profound realization now that the costs of faulty hiring are steep indeed. Companies not only have to pay through their nose for a bad hire, but may also end up saddled with their mistakes, as it is not always possible to terminate them straight away.
When layoffs are being thought of in many sectors, if a company is hiring then you have to ensure that you get the right candidate at little cost.
Requirements: Have a clear cut picture of a candidate with job responsibilities and requirements complete with both hard and soft skills specifications. Designing a clear job description will not only help you attract the right candidates in the first place but also pick the right candidate for the job. But, do establish realistic and limited criteria.
Comprehensive search: Effective hiring requires a well-organized and planned search sans premature decisions. This is possible when you do not let the pressure of filling the position unduly affect your decisions. Remember that it is always better to take the time to hire correctly from the beginning than to sacrifice quality.
Pre-screening: Reviewing and screening the resumes based on knowledge, experience, skills, expected salary and even culture fit will help you to weed out the superfluity from the candidate pool and narrow down to the promising ones.
For this purpose, you can design an exhaustive application form to collect detailed information such as last CTC, reasons for leaving pervious job and past employers details which may not be available on the standard resume.
You cannot rely on hiring by ‘gut feel’ or sixth sense. Some managers claim to feel that particular candidate is the perfect employee, but this intuition could prove wrong later. Also, move away from hiring on the basis of familiarity like of you and the candidate hail from the same town went to the same college or even shared a similar hobby. You have to be much more selective when it comes to hiring decisions.
The interview: Now, asking any random questions that cross your mind at the last minute cannot help you to make informed hiring decisions. It is advisable to move to a rational and structured interviewing process by carefully crafting and practicing discerning questions to determine the candidate’s skills, qualifications, likes and dislikes and preferred communications methods as well as determining acceptable answers for the same.
Also, prepare open ended behavioral questions to assess essential skill requirements. This will help shed light on the candidate’s work style, motivation and key on the job behavior along with the ability to meet expectations and achieve goals.
Evaluations: According to recent research by a HR consulting firm, the typical interview increases the likelihood of choosing the best candidate by less than two percent.
In other words, if you just ‘flipped’ a coin you would be correct 50% of the time. If you added an interview you would only be right 52 percent of the time.
This is because shrewd candidates can manipulate interview conversations to show that they perfectly match the job requirements.
Design assessment questionnaires to gather skills, strengths and weaknesses for specific positions. Never forget to gauge personality factors to check if the candidate can fit in with the company culture.
Reference checks: Diligent reference and back ground checks are again crucial as candidates are not beyond falsifying information on their resumes.
You should be wary of possible misrepresentations and thoroughly probe qualifications and past employers. This will help you as certain the candidate’s work ethic, management style, team orientation, values and past performance.
In effect, good hiring is the result of careful planning and informed decisions. Only then you can be successful in selecting a compatible candidate who can effectively contribute to the job and organization.