As a recruiter or hiring manager it is your responsibility to find top employees for available positions. The process of doing so can be a long and arduous one, particularly if you are unsure of where to look for top recruits. Oftentimes, hiring managers might think that they are about they have hired a top candidate that is a good fit for both the company and the role, only to be left terribly disappointed within a matter of months. Nevertheless there are a number of techniques that hiring managers can adopt to reduce the risk of a bad hire, as outlined below.
Hiring is not without risk
No matter how many measures you adopt to ensure a good hire, the process is never without risk. Job seekers have become incredibly savvy during the hiring process, manipulating their social media pages to match the role, and answering questions in a way that they know will fit with the culture of the company.
In many cases, only once the individual is hired will their true colors be revealed, and once a bad hire has been made, it can be incredibly difficult to make amends. This is particularly the case if you are under pressure to fill a vacancy, and have not taken the extra time needed to be sure that this is a good hire. However a bad hire brings with it plenty of negative implications, and can be extremely costly (both financially and timely), to you and the company.
Reducing such risks
Find a good hiring manager
The first step in reducing the likelihood of a bad hire is to find a good hiring manager. A good hiring manager will understand the importance of corporate culture and employee fit. They will also understand the long-term implications of a bad fit, and will therefore go out of their way to ensure that the candidate they wish to hire for a vacancy is absolutely right for the role.
Having a clear understanding of the company’s corporate culture and what the exact requirements of the role are will also assist in creating a successful hire. Companies that are consistently successful in finding top fits first assess the culture of the company, looking at factors such as leadership style, shared values and behavioral norms. During the interview you will be in a better position to understand whether or not the candidate you are interviewing will fit in with these cultural factors.
Adopt a number of interview techniques to ascertain the suitability of the candidate. Perform a behavioral interview in addition to a traditional interview. This will give you a more cohesive understanding of the suitability of the individual. You can also request that the candidate performs a personality test, which will give you a clearer indication of their cultural fit.
Follow your intuition
No matter what the results tell you, sometimes your intuition is one of the best indicators of employee success. At the end of the day, all recruiters make hiring mistakes at some point or other in their careers, however if you adopt some of the above techniques, you will be reducing the likelihood of a bad hire.