Hiring the right person for the job at hand is really crucial in today’s economy. How can you ensure that you aren’t going to place an ad in the papers or online, get a ton of resumes, go through hours of interviews and then find out that you hired the wrong person for the job? Most people don’t even realize how much money is spent on getting a new employee to come to work for you. This doesn’t count the training that you have to give that person, the “ramping up” time lost while they are learning their job, and extra stress you are putting on your other employees while this person is trying to figure out everything they have to do. Here are five ways that you can cut the odds of losing the person you hire within the first ninety days of their employment with you.
The first step is to put your ads in the proper media and advertise for exactly the type of employee that you want. If you know you are going to need a certain skill-set, ask for it. Don’t switch the job responsibilities mid-stream. Make sure you have an outline of the job and request those traits in your description. You can also cut down on the unqualified candidates by purposefully being forward with your intentions. Nothing says “cluttered inbox” like an X-Confidential ad with a phone number.
When sorting through the resumes, make three piles: Interested, Not Interested and Over-Qualified. This way, you can decipher in a very short time who will make the list. Look for things like misspellings, improper skill-sets, and lack of cover letters. You can easily tell if the person you are hiring is just sending out mass resumes or is genuinely interested in working for you.
Interview each person you think will be beneficial for your company. Many employers look at this as a chore, but the interview process is one of the most important factors of the hiring process. Don’t forget to include others in the interview. The people you want to target in this process are those who will be working with the potential employee. They have to be comfortable with your choice as much as you do. If you have different stages of the interview process, the candidate should be made aware of this in the first interview.
Use employee testing as part of your hiring process. These tests are designed to determine if the person you are hiring is the right person to work with your personality. They are accurate, easy to use, and can save you thousands of dollars when it comes to hiring the right candidate. The most important thing about these tests is that it takes emotion out of the equation and gives you the best potential candidate for the job. Here’s a great testing company that offers plenty of options: www.discinsights.com
Check the person’s references. This is another step that is typically bypassed. While the old employer has restrictions on what they can and cannot say, you will find that you can figure out how they feel about the employee in question. Also, you’ll want to know if they have been fired from their last job or if they had a reason to leave the position. Another good thing to do is to call a place of employment where the candidate did not give you a reference. This way, you can get a more balanced picture of who you are trying to hire.
Related posts:
