Does Hiring the Wrong Person Really Matter?
If you Google “what’s the cost of a bad hire” you’ll find a wealth of HR blogs that will detail the hard and soft costs associated with putting the wrong person on your team. The most common statistic around is from the U.S. Department of Labor. They state that a bad hiring decision costs approximately 30% of the individual’s potential earnings.
The soft costs are even harder to quantify, but seasoned leaders know how much headache a bad hire causes on a team. Morale is impacted, drama goes up, and top performers will ultimately leave the company if the situation continues.
When you add it all up, it’s clear that you want to avoid bad hiring decisions if possible. Here are five things to consider to help ensure your team has the best person for the job.
Know the Soft Skills You Need, Ask the Right Questions to Find Them Out
Someone can look great on paper, fit all of the criteria, but still lack the soft skills needed to be successful in the role long term. Don’t let the perfect candidate become the wrong hire. For many jobs, soft skills are as important as main job duties, if not more so. Spend time narrowing down the soft skills you need and prepare the right questions to discover them.
Check out our example list of soft skills and how we ask candidates targeted questions to find out more about their capabilities, skills, and experience around each.
Deliver a Stellar Employee Experience From Start to Finish
Job hunting is tough. Your incoming candidate is experiencing a mix of excitement, uncertainty, and fear. Chances are your candidate is in the pipeline for many roles at one time and the sooner you deliver the news, the better.
You can keep your prospective employees excited by keeping an open line of communication from start to finish. If you present a great experience, you will attract and keep the best talent. Don’t forget these key communication points when hiring:
Set clear expectations from the beginning.
Let them know when they will hear from you again and give clear next steps. Be proactive and don’t leave them guessing.
Be honest and keep the candidate up to date.
Deliver feedback and communicate any changes in a timely manner.
Share the news one way or the other.
You will keep the prospective employee’s trust if you are prompt with a reply regardless if you are extending an offer or a rejection. The worst response you can give is no response.
Use Technology to Your Advantage
In today's digital age, technology offers numerous advantages when it comes to finding and approaching great talent. When you leverage the right tools and platforms, you can find the best candidates more easily and move confidently and quickly through the hiring process.
Take advantage of job boards and online platforms to help you reach a wider pool of talented individuals. Utilize site features to promote your job offering and engage with individuals for a vast range of business and personal opportunities. Other technologies, like Applicant Tracking Tools (ATS), pre-employment assessment apps, and automated background checks can help you control the hiring process and ensure a smooth and positive candidate experience.
It’s important to remember that while technology can be immensely helpful, it's essential to strike a balance between it and human judgment. Technology can provide valuable insights and automate certain tasks, but human interaction and intuition should still play a crucial role in evaluating candidates.
Want Your Candidate to Last? Understand Why They’re Applying
It’s expensive and time consuming to backfill open positions. To avoid hassle and maintain momentum, make sure your candidate will last over the long haul. People leave their jobs for a reason. Understanding what brings this candidate to you will help you determine if they are destined for greatness or doomed to repeat the past.
During the interview process, envision the candidate is in this role. Get curious about why the candidate is considering a new role. Here are some common reasons the candidates look for new pastures:
Reason #1: Relationship with their boss.
It’s been said “People don’t quit jobs, they quit bosses.” If you can find and understand any tensions between the candidate and their previous manager(s), it can give you clues into how compatible they are to your management style.
Reason #2: Lack of opportunity or challenge.
Will they be satisfied with the job’s pay? Will the employee feel challenged here? Be up front about the future this position may or may not have. Be careful not to make promises, but give a clear outlook about the mobility that this role can bring.
Reason #3: Feeling disconnected from the mission.
Your candidate may have struggled to see the difference their effort was making in their last role. Get an idea of the employee’s working style and how they feel appreciated. Also, give a clear picture of how this role makes a meaningful impact in your organization.
Get to Know Their Goals
Get a feel for the employee's goals, short and long term.
The workforce has changed, people don’t stay with their employer 30+ years and then retire. Today, workers aged 25 - 34 only stay at a job 2.8 years. Your questions should reflect this shift.
Try to avoid resorting to the question, ‘where do you see yourself in 5 years?’ Instead, opt for more specific questions like the following:
- “How would you measure your own success if you enter this role?”
- “Does this role support your long term career goals? In what ways?“
- “What was your favorite job and why?”
Unlock the Power of Talent Solutions for Smarter Hiring Decisions
Hiring the wrong person can have far-reaching consequences for your organization. The costs, both financial and intangible, can be significant. It's clear that avoiding bad hiring decisions should be a top priority for any company. That's where our talent solutions services come in.
By partnering with us, you gain access to proven strategies and expertise that can help you navigate the hiring process with confidence. Our comprehensive approach ensures that you have the best person for the job, minimizing the risk of costly missteps. We understand the importance of soft skills and how they contribute to long-term success, so we help you identify them through targeted questions and assessments.
Additionally, we prioritize delivering a stellar employee experience from start to finish. We know that prompt and transparent communication is vital, and we guide you on setting clear expectations, providing feedback, and sharing timely updates. We believe in building trust and keeping candidates engaged throughout the process, leaving a positive impression even if the outcome is not a job offer.
Understanding why candidates are applying and aligning their goals with your organization is crucial. We guide you through the process of digging deeper into their motivations, uncovering potential red flags, and ensuring compatibility with your management style and company culture. By understanding their career aspirations and how the role aligns with them, we help you select candidates who are more likely to be dedicated and committed for the long haul.
In conclusion, if you are looking to make smarter hiring decisions and avoid the pitfalls of bad hires, our talent solutions services are here to support you. We bring expertise, technology, and a commitment to delivering an exceptional candidate experience. With our guidance, you can build a high-performing team that propels your organization forward. Contact us today to unlock the power of talent solutions and take your hiring to the next level.
