Hiring is an Investment – Here’s How to Do it Right the First Time

You more than likely know how costly it is to make a bad hire. Estimates range from three to 10 times an employee’s salary.

Too many employees leave within a month, six months or even a year not because they can’t do the job, but because they’re not a good fit within your department or company. The employee who’s used to being able to come in at 8:30 and leave at 4, so long as all of her work is done more than likely will be a disaster at a company that expects seats in chairs from 8 to 5, no more, no less. Another employee also could be extremely shy and prefer to work alone and not eat lunch with “the gang.” This employee, while highly competent at his or her job, could become ostracized and/or not seen as a team player, all because he or she doesn’t “fit” in the corporate/department culture.

Many of these types of folks will leave of their own accord within just a few months, a costly hiring “mistake” for you.

There are ways to make sure you hire right the first time. Read below for some tips.

  • Never hire on impulse. Researchers have come to the conclusion that we make a judgment call on someone within just 30 seconds of meeting. Instead of abiding by your gut’s shout of “Eureka, I have found her!” half a minute after meeting a candidate whom you decide is perfect, take your time and do your due diligence on an applicant. Many people are absolutely stellar at interviewing, having an uncanny ability to become the candidate you want them to be. Be aware of this and do your research. And withhold judgment.
  • This also applies to candidates whom you judge negatively within moments of meeting. Many terrific employees are absolutely awful at interviewing. Take the time to look beneath the façade presented to you and aim to get to the “meat” of the individual.
  • Background checks and reference checks are critical to a good hire. And we’re not just talking cursory attempts. Instead, aim to get a hold of a candidate’s former supervisor(s) and colleagues and ask some tough questions. You also should ask “fit” questions. For example, if your office has a rule that even being a couple of minutes’ late is frowned upon, ask former supervisors how lax or strict they were in that regard and how well the candidate did or did not comply. It’s these little types of cultural questions that can be very helpful in finding someone who will fit in in your department/company.
  • Consider – seriously consider – working with a staffing firm such as Arrow Staffing to help you find great employees. We can do just about everything, from writing job descriptions (with your input), to placing ads and receiving resumes (and culling through those resumes), to preliminary interviews, even final interviews (if you prefer). If you are looking for staffing agencies in Ontario CA, contact Arrow Staffing today.

 

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