Negative impacts of hiring the wrong person:
- Missed deadlines may lose future contracts
- Time and money are lost from correcting mistakes
- Toxic work environment
- Stress on managers’ and employees’ mental wellbeing
Create a checklistMake a comprehensive list of all the skills and personal qualities you would like the right candidate to possess before you begin advertising the job role. Consider who they are most likely going to be working alongside in their role and perhaps even ask those employees what kind of person would benefit them in their job.
Introduce candidates to present employeesAt the interview stage, it’s always a good idea to introduce candidates to other members of your team. How they interact with other people, especially when it’s not the person interviewing them, can be very telling of their personality and communication skills.
Check previous career commitmentIf you’re wanting to employ someone for the long term, someone who isn’t going to abandon you when the going gets tough or because they constantly strive for a new work environment, pay particular attention to the duration of their previous job roles, whether that’s on their CV or during the interview. If there are signs they seem unable to hold down a position for a considerable period of time, make sure you get to the bottom of why this is the case. If you find yourself having to go through the advertising, interviewing and selection process again a few months down the line, it will be a further expense as well as time consuming.
Don’t rely purely on someone’s CVOf course, most of us use our CV to showcase the best of our achievements but it’s not unheard of for some to perhaps exaggerate or, in some instances, completely fabricate work experiences. So, although CVs are generally a good indication of a candidate’s skillset and experience, make sure you don’t wholly rely on it. It might be a good idea to set a task that tests the relevant skills needed for the job during the interview stage or alternatively ask candidates how they would respond in certain key situations. This way, the candidate will need to think on their feet, and you can get a sense of how they would respond if they were appointed to the role.
Keep it conversational
Have more than one interviewerInvolving other members of staff in the interview process and decision making can provide different perspectives and could highlight either positives or negatives that when interviewing alone, you might miss.
Check social mediaIt might seem intrusive to check up on a person through their social media but if they set their profiles to public then they are open to public viewing. You might very well find some important giveaways about a person’s true character, whether that be good or not so good.
Make sure you request references and do background checksThis may seem like an obvious tip, but it can be tempting to put references and background checks on the back burner once you have the ideal candidate in mind. Regardless of how well suited you think a person is to the job, always request references from previous employers and follow through with background checks as you could learn something that may tip the scales.
During every part of the hiring process, remember to take your time and don’t rush into anything, even if you need to find someone urgently, as it could lose you even more time in the long run if you cut corners.