I have been doing a lot of research on recruitment best practices lately more specifically how to avoid making bad hires (hiring the wrong person). We all know the costs of poor recruiting, time and money spent on hiring and training only to find it all goes down the tube when the recent hire is the wrong person. So how do we avoid this? Well I took some advice from Geoff Hymen at Recruit Rockstars. Recruiting is part art, part science, part psychology, part detective, part consultant and so the list goes on! Don’t forget it’s also intertwined with onboarding, retention and compensation design. When you consider all these variables the proverbial recruiting minefield becomes clear for all to see.
So how do you amass a team of great employees that enables your company to be better than your competitors? Read on!
What shouldn’t you do? Strange question given we should be focused on “what we should do” to ensure we get the right candidate and avoid bad hires. Turning the question on its head provides some great insight into what we naturally look for.
- Don’t look at the candidate’s job title
- Avoid looking at what school or university they went to
- Don’t look at their GPA scores etc
These cannot predicate how a candidate will perform in a specific position for your company or adapt to your culture.
- DNA – how is a person “hardwired”? Is the candidate extroverted, analytical, detailed orientated or creative? You cannot teach this or coach it, candidates can only fake it for so long before you work out they are not a good fit for the job.
- Job Title – these vary from company to company, you need to drill down on the detail to determine if their experience, day to day work, results match your specific role.
Let’s talk about attracting the right candidate and avoiding bad hires, here are some basic tips:
- Understand what you are looking for! As simple as it seems many employers do not have a clear understanding of what the position requires. We have a great tool called an Outcome Profile which utilises the “3 Big Rocks” to clearly define the key areas of the role.
- Write an ad that stands out! At wattsnext we often receive comments about our job ad wording, the candidates find it appealing and certainly provided a “funky” view of the company.
- Engage effectively – take a proactive and upbeat approach when contacting potential candidates after all you are representing the “vibe” of your company. If your boring and beige during interviewing etc do you think the interviewee would really want to work for the company?
- Treat candidates like your customers! No more need to be said here.
So, when you sit down 12 months after hiring a candidate and you ask the question, “are super happy with how they are performing?” What’s the answer, if it is no then you there is work to be done in fine tuning your recruiting process. Can you build a pipeline of candidates in advance? Are you able to move swiftly on your decision-making process? It is an employee’s market these days, so speed is paramount, more importantly is the efficiency of your recruiting process.
I have found these basic fundamentals have really helped me refine my recruiting methodology.
In conjunction with wattsnexts best practice recruitment process I am having greater success choosing the right candidates for my clients and avoiding making any bad hires. A win win for all involved. Simplicity sticks Complexity rejects, remember #HR rocks! #HRfortheModernWorld
Photo by Tim Gouw
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