Had a few bad hires?    You think your new hire is perfect for the role and are ready to turn over lots of work to them.   You life will be easy now.    Then after a month, you noticed that they haven’t quite caught on, so you train a little more, hoping it will take care of the issue.    Then you realized that you hired the wrong person and now you have to question, what did I miss?

The hiring process is important in finding the right talent.   First, review the job requirements, the level experience you require, the best personality fit for your culture and the compensation for this role.   It’s important to create behavior-based interview questions that help you access how close the candidates fit to your criteria.   Review your workplace…is it flexible or do you need all hands on deck at the same hours?

“6 Reasons Why You Hire the Wrong People” by Jeff Haden on Inc.com.

Bringing in the wrong person not only wastes time and money, it also creates a ripple of negativity that impacts every other employee–and therefore your business.

What happens if you need to hire quickly?   Don’t change the process…still think in terms of interviewing for performance and behaviors.   The best way to speed up the process is to create a strong ad, post it on several sites, send it out to current employees, search social media sites (Linkedin.com) and flood your box with resumes.   Quickly go through the resumes, set up phone interviews, then bring in the top 5 candidates and make sure the interviewers are booked on their schedules.   If you sourced for top talent in another company, make sure you still put them through the interview process.

Another point, some roles, like customer support, may have a larger turnover based on industry statistics.   Go through the same process and find your best candidates.   Of course, keeping the best people means creating a respectful work environment where employees want to stay…that’s another topic.

Be well,

Pat