How to Avoid Bad Hires for Your company

by John Smith Learner

The staffing process has never been easy, and every hire made by a company is crucial. Bad hires are not only expensive but can also sink the company. According to experts, most bad hires are made through employee referrals. One hire often opens the door to more bad hires. This is why hiring managers should have a game plan to find the best candidates for the vacant post before hiring new employees. That said, watch out for the following for how to avoid making bad hires.

·        Align Job Description to Role

Before starting the hiring process, the first important step is aligning the job description and the vacant role in the company. The first hiring mistake is made by an ineffective, unclear, and off-base job description. This prompts unqualified candidates to apply for the post. Experts advise hiring managers to spend time crafting an effective, realistic, and relatable job description that will attract highly qualified talents and eliminate those lacking necessary skill sets.

·         Interrogate Candidates' CV

Most hiring managers look at the CV superficially. When checking the candidates’ CV, note how well the CV has been put together. Typos and grammar mistakes, for instance, are immediate red flags. Such sloppy errors could indicate a lack of attention to detail, which is a character you wouldn’t want to have in your company.

In modern transient businesses, soft skills such as resilience are increasingly becoming important, and employers need to look for them in candidates. Bearing this in mind, an employee whose CV indicates regular job changes should be a cause for concern. You certainly wouldn’t want to hire someone who can leave as soon as they get settled at work.

·         Interview Danger Signs

As you begin the interview, watch out for the preparedness of the candidate. Interviews are an important hiring stage where HR managers can gauge the employees' potential. Failure to prepare adequately for the interview indicates a lack of commitment to work. Important checkpoints include inquiring if the candidate is familiar with the company’s website or annual accounts.

Strong candidates should conversely state commercial aspects of the company, competitors, expected market challenges, potential growth plans, and much more. This indicates adequate preparedness. Another important aspect is to watch out for interviewee questions. It provides the best opportunity for the candidate to find out more about the company and the role they are applying for. Candidates who don’t take advantage of this opportunity should be a cause of concern.

You should also check for body language and general hygiene during the interview. They are essential indicators of a perfect hire. It is also important to watch out for the candidate’s attitude towards their current role. Inquire their reasons for leaving, roles, and challenges faced. Take caution on an employee talking negatively about their current employer.

·         Set a Realistic Timeline

When filling a vacant post in your company, it is important to set a realistic timeline for a successful hire. Hiring managers make crucial hiring mistakes because they feel the pressure of filling the vacant post as soon as possible. Hiring in a rush means that you will interview and hire the first candidates who submit their applications. However, it is important to have a realistic timeframe. Understand that it takes five or more weeks to fill in staff level positions and eight weeks for management positions.

Final Thoughts

Making your hires based on these effective strategies increases your business’ chances of attracting and bringing qualified talent on-board. If you feel the pressure is too much, consider outsourcing the process to a recruiting agency.

Sponsor Ads

About John Smith Senior   Learner

148 connections, 8 recommendations, 645 honor points.
Joined APSense since, February 15th, 2018, From New York, United States.

Created on Oct 22nd 2019 23:40. Viewed 1,413 times.


No comment, be the first to comment.
Please sign in before you comment.