Poor hires can often look like a cast of comedy characters.
- Chronically-late Larry: Comes without a watch but has an unlimited supply of excuses.
- Bad-attitude Betty: Bringing down company morale one scowl and complaint at a time.
- Slacker Sam: Maintaining his enviable social media presence while on your dime.
- And last but not least, Gabby Gossip: Keeping up with everything but her work.
If you’ve hired any of these productivity menaces, you’re not alone.
Nearly three-in-four employers (74 percent) admit they’ve made the wrong hire for a position, (reports a 2017 CareerBuilder survey.)
What do bad hires mean for your business?
Not only are these characters anything but funny in real life, they are destructive to your business. For starters, they can be a recipe for resentment as the rest of your team picks up their slack and watches them collect a check for showing up. They suck your time. Time you likely don’t have as you are forced to micromanage them or scramble to cover their shifts. Beyond being a source of stress and frustration, poor hires waste your money in the form of lost productivity, damaged reputation and the costs of having to recruit, hire and retrain a replacement.
The same CareerBuilder survey revealed that:
Companies lost an average of $14,900 on every bad hire in the last year.
That’s money you could be reinvesting in your business or rewarding your peak performers with.
Of course while it’s great to rid your business of it’s deadweight, it’s even better to make the right hires in the first place. And don’t think the applicant is the only person in the hot seat. In today’s candidate-driven market, you’re also being evaluated against other potential employers.
Here are nine hiring best practices for attracting and hiring all-star talent to fill the vital roles in your business:
- Be a business people want to work for. Today you’re recruiting 24/7 whether you have an open position or not. “People come for the brand, convert for the job, and stay for the culture,” says Tracey Parsons, of SmashFly, a recruitment marketing provider. Shape your brand’s message through social media and proactive marketing efforts because potential hires are likely forming an opinion about you years before they ever apply for a job.
- Be specific. Write clear job descriptions and be upfront about your expectations for the position. Your goal is not to get 100 irrelevant resumes that waste your time, but to attract the best person for the specific job you are recruiting for. This is also your opportunity to flaunt benefits such as a flexible schedule or unique incentives that give you an advantage over your competitors.
- Pay for employee referrals. Current employees are the best resource for finding new talent. Internal referral programs reduce hiring costs and time, as well as reach passive candidates who may be swayed by a friend or family member to make a job change. Your employee gets a bonus and you have a new hire delivered to your door. Win-win.
- The early bird gets the all-star. If your hiring and interview process is sluggish you risk frustrating a great applicant or a competitor snatching them up first. Today’s technology can help you maintain all the relevant information in one place to keep the process moving. (On the flip side, don’t make an offer to a weak candidate just because you’re in a hurry to fill a spot.)
- For the most part, stick with the script.. Having a list of key questions you ask every applicant gives you an objective basis on which to compare responses and rank your candidates.
- Do your due diligence. Tempted to skip checking a candidate’s references because you hit it off after figuring out you graduated from the same high school? Don’t. It’s worth the extra time to avoid unpleasant surprises down the road.
- Don’t just interview for skill. Yes, it’s important that you hire someone qualified, but you can’t train on drive or personality. The latter is especially important in customer-facing roles.
- Get a second (and third) opinion. Whether it’s a group interview or inviting a candidate back for a second round, let others on your team meet any applicants you’re seriously considering to see how they think they would jive with the company culture. It also helps the applicant get a better sense of their own enthusiasm for joining your team.
- Don’t debate beyond 30 minutes on a potential hire. If you have to discuss a potential hire for more than 30-40 minutes, and several members of the team are still unsure, keep interviewing. In most cases, those hesitations will turn into red flags, so listen to the wisdom of the team’s gut responses.
Hiring the best people is one critical way your business has a winning chance to thrive, not just survive. We work with a variety of businesses and would be happy to talk to you more about streamlining processes to help you do a better job of finding your champions. Schedule a call if you want to talk more