A company’s best asset: People. This may be one of the oldest clichés in the world of business, but it remains unshakably true. What you need to know to hire only the best people to man the ship.
In spite of the importance of getting the right people for the right job, the current trend reveals a telltale reluctance to bring in new hires. The reason behind this: many employers have suffered the consequences of bad hiring decisions.
According to a survey commissioned by RecruitPlus Consulting, the common sentiment among employers is that they have to sacrifice quality over speed when it comes to hiring, with a lack of regard for things like cultural and behavioral fit. Thus, jobs such as government jobs, event management jobs, project management jobs, and IT jobs in Singapore are filled too quickly, as there’s a perceived need to fill up the vacancy at the soonest possible time.
Of the 4,000 survey respondents, an alarming 71% expressed dissatisfaction with their new hires. Consequently, companies are forced to spend valuable time and money training these new hires to raise their competence level. They save time on their hiring procedures, only to end up spending more time – and money – on training.
To prevent “bad hires”, employers need to be extra selective in their hiring process:
Go over their resumes. This may be a time-consuming process, especially when there are stacks upon stacks of resumes to go over. But you can save some time by being “cold-blooded.” Trim down the candidates to as few as possible.
Contact their referees. Again, this may seem tedious, but it’s necessary. Contact the people the applicants listed as referees, and find out as much as you can from these contacts. Ask about their work ethic, working style, and how well they got along with their co-workers. These bits of information will help you trim down the list further.
Conduct thorough interviews. Ask all the questions you need to in order to find out whether or not the applicant will be a good fit for the job and the company. Have your questions ready, especially those concerning work experience and working style. Take note of the interviewees’ responses, manners, and body language. Take your time. Ask him if he has any questions of his own, about the job and the company. Take note of the type of questions he asks. These usually indicate how serious he is about the job.
Have them take personality and aptitude tests. This is an option you may want to explore. You can’t possibly know everything you need to know about an applicant based on one interview. There are many personality traits that don’t reveal themselves in one meeting. That’s where these tests come in. They can reveal things like psychological balance, social interaction skills, work attitude, and more. If your HR department doesn’t have the technical capability to conduct these tests, you can outsource this to a third-party psychological testing center.
Put these steps into place, and you’ll greatly reduce the likelihood of bringing in bad hires.