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Ways to Insure Better Hires

April 5th, 2013

The figures are startling: 70% of managers and HR professionals reported a bad hire in 2012 costing them between $25,000 and $50,000 each!  These figures come from a CareerBuilder study conducted in August and September 2012 among 2,494 individuals across the US.  Seeing these figures really drives home the need for an impeccable hiring process.

Because we are human beings dealing with other human beings, no interview and screening process will ever be flawless.  But there are steps that we can take, and areas upon which we can place more focus that will help us greatly improve our odds at making a good hiring decision mush more frequently.

  • Focus on Fit.  We hear this so often because it is so important.  In the above mentioned study, HR managers cited that 60% of the bad hires didn’t work well with other employees, and 59% had a negative attitude.  Those are large percentages.  The need to seriously consider your company culture becomes tantamount to many other considerations, including skill set.  Of course you cannot completely ignore a candidate’s lack of skill or experience, but do keep in mind that you can teach skills: you cannot teach personality.  You may want to shift the priority of temperament and attitude a bit closer to the top of the “must have” list.
  • Ramp up your employee referral program.  It is proven time and again that new hires found through an existing employee are a better match for your organization and tend to stay with you longer than those found outside your employee network.  Make sure your staff knows what positions you are hiring for, the qualifications required and preferred, and the benefit awarded the employee who refers a successful hire.  This results in minimum output for you with the potential for maximum gain.
  • Hire slow.  Fire Fast.  This old adage is a good one, as it begs us to spend the necessary time on the hiring process.  Many times we feel the pressure to fill the opening yesterday.  This is not to make light of the need for speed, but rather to prioritize a quality hire above a quick hire.  One way to have it both ways is to have a rock solid hiring plan and stick to it.  Make sure you have your “must have” list properly arranged, insure that all pre-screening is done effectively, have all the appropriate managers and peers in the loop where necessary, etc.  Good planning on your part, and effective training of all involved in the hiring process will help to keep the speed up while still finding out what is most important about each candidate.  Hopefully you can eliminate the need for too many fast fires.

ERG Staffing Services is a leader in the light industrial staffing market.  Contact us any time you have a warehouse or clerical position that needs to be filled.  We will deliver the right candidate to you, right away.