Making a bad hire can cost a lot of time and money which are two things that companies can never afford to lose. What’s worse is that you delay hiring the person that you really needed for your business in the first place.
According to Dice, the average cost for making a bad hire for someone making $100,000 is on average….wait for it…$250,000. That’s a lot of money to make on a mistake and the effects can be long lasting. You can read more about that in this quick read, How Much Will a Bad Hire Actually Cost You?
If making a bad hire is so costly then what are some things that you can do to ensure you get the right fit the first time? You can read more in this article 5 Hidden Costs of Mis-Hires.
First, give some serious thought to the position, job description, work responsibilities and think about what skills are necessary to do the job. Also take some time to think about how the person will work with and who they’ll report to because adding a bad apple to the pot upsets the entire work flow you already have in place.
When possible, engage the hiring managers and the entire team and get their opinion on what is important to them in filling the role. If it makes sense, involve them in the hiring process. Giving some thought to company culture and the current make up of your team goes a long way to ensure that you just aren’t hiring the right person on paper and end up with a mess in real life.
When you work with a recruiter, they most often guarantee the hire and if the person is not a good fit, they will replace them at no additional cost to you, the client. However, it’s double the work for the recruiter and we then risk jeopardizing our relationship with you when we make a bad choice. How do we do that from happening?
That’s a good question and there are several components to the process that I would like to review. These are the same processes you can use when making a direct hire on your own.
- Give some serious thought to the position before beginning the search
- Start with a phone interview to see how the conversation goes
- Interview the candidate in person
- Invite the team to participate in the interviewing process
- Execuit a reference checking process
- Use aptitude or personality testing to determine good fit
- Conduct a background check and look for problem behavior
Here are some examples of assessments we use at Small World:
- Video Interviewing
- Emotional Intelligence Testing
- Skill Based Reference Assessments
- Cognitive Ability Assessments
- DISC Behavioral Assessments
- Sales Aptitude Testing
Want to know what they are thinking and what they know BEFORE you make the hire? Use assessments and behavioral interviewing to determine where there head is at!
Read about hiring a recruiter HERE.
We are always available as a resource. If you need help with your hiring, please call or email.
330.391.7913 or firstname.lastname@example.org