Making The Best Hiring Choices For Your Business
If you are not working in a very large company, every hire that you make can have immediate impact on your firm’s overall performance. Getting the right person to come on board can reap even greater dividends for your company. Here are some tips on how to optimize your hiring process so that you can enjoy better performance from your team:
Augment Your Hiring Process
There is no sure indicator of employee longevity. Yet if the job that you are hiring for is one that you would like someone to stay in for a while, it makes sense to ensure that your hiring process contains everything it needs to validate strengths and weakness and identify performers. One hire at a major firm who had a masters in engineering was once asked a very basic question by the interviewer. Because it was so basic, they demurred. After the candidate answered several other very technical questions well, the interview team decided to hire that person, although there was dissent. The hire went on to exceed expectations and the hiring team, which had been weighting that question heavily, rewrote their interview questions for advanced candidates.
In addition to checking interviewing questions and the overall interviewing process, you can also look at expanding how you create your openings. Incorporating a realistic environment preview into your process allows candidates to get a better understanding of what to expect from a company culture standpoint. This can lead to better hiring results because if there are areas where they might have concerns, they will have already thought through those considerations before they accept your employment offer.
Use Contracts When You Can’t Find Someone
There are a lot of talented people in the job market. At the same time, that doesn’t mean that you will always identify the candidate that you really want to have in a timely fashion. If you look at larger companies, some of their job openings remain open for over a year because they refuse to hire people until they find the right person. One of the best options available to companies that have a need, but do not have a perfect candidate is to look at bringing in workers that will work on private contract on a temporary basis. By doing this, you can see if they will fit the position that you have created without having to worry about the potential costs associated with a hire not working out.
According to the U.S. Department of Labor, it can cost as much as 30 percent of a new hire’s first year salary to replace them if they are hired and end up leaving the company. So making certain that you have the right person before you hire can help you save money.
Attitude and Aptitude
When it comes to identifying the best employees, managers often surprise people by mentioning that attitude can be more important initially than a future employee having every part of a job requirement’s experience criteria met. In fact, in some companies that are growing rapidly, looking for attitude and aptitude, or the ability to learn the position allows them to hire people and build their team with employees that will learn a lot of what they know about their job from working at their firm. This approach requires some patience, yet it tends to engender more loyalty from the workers that are hired using this strategy because they appreciate the opportunity to show that they can perform and excel in the role that they are seeking.
When hiring people and looking at aptitude, it is a good idea to ensure that your interview and reference checking process focuses on gathering information that will allow you to validate that your candidates do have the ability to learn quickly in job responsibility areas that they may not have sufficient experience in.
Use Internal Referrals Wisely
Most companies rely upon their staff to recommend potential candidates because they know that they are people that will fit in with the existing team. Employees also often have a better understanding of how their friends’ skills can apply to the position that you are hiring for. Because they are stakeholders in your company, there are few downsides to taking the recommendation of someone that you trust that already works for you. One potential snafu to avoid when using recommendations, however, is the concept of Futari-Gumi. Futari-Gumi is a Japanese management saying that means two person family or control structure. It can occur when an employee in your company wants to have more internal power and successfully recommends like-minded individuals to join. If left unchecked, the front that they create can go a long way to shifting internal power in office politics in their direction.
Finding solid employees is both an art and a science. If you can enhance your process to encompass a range of options that traditionally provide returns, you will likely see a return on investment for each employee that you hire.
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