Posts Tagged ‘bad hire’

Do Your Job Candidates Fit the Job and Your Workplace Culture?

Thursday, June 13th, 2013

new talentIf you want a new employee to be a great addition to your team and not jump ship after a year or sooner, you should assess whether or not they fit your company culture. Don’t just pick a candidate because they nailed the interview or their last job title matches the name of your open position. Choosing a candidate with the right experience and the required jobs skills is extremely important when narrowing the pool of job seekers. Incorporating company fit will help you winnow down the list of candidates to those who can add the most value to your organization.

Here are three reasons why recruiting for company fit is advantageous to your organization:

Avoid the Cost of a Bad Hire

Hiring a dud of an employee can be costly. You’ve spent money recruiting the candidate, advertising the position, reimbursing travel and training the new member. If the new employee doesn’t work out, you’ve lost money and time that you can’t recoup. Choosing a candidate who has values similar to your company’s, as well as a work ethic similar to several members of your team, will likely result in a better hire than those who don’t.

The Job Will Get Done

Employees who like their workplace culture and the people they work with are more likely to be engaged with their assignments. Better engagement means increased productivity and higher morale, which are two metrics you want to achieve. When employees have high morale and are satisfied with their positions, their work becomes less of a chore and more of a task they want to complete.

Your Team Will Be Welcoming

Remember how a bad hire can be dreadful to your company finances? Well, bad hires can also be dreadful to your other team members. They had the skills, but not the values, so your other employees are dealing with your hiring decision. Staffers who don’t fit your culture and are difficult to work with can have negative effects on your other employees, such as lower productivity and increased stressed.

Choose wisely for your next open position. Emphasize your culture to candidates during the hiring process, so they know that’s an important aspect of your workplace.

For more information on the importance of cultural fit when looking for a new hire, please call a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Picture: Victor1558

 

Choose Wisely to Avoid the Cost of a Bad Hire

Tuesday, June 12th, 2012

There are several costs associated with hiring a new employee. Money is spent hiring a recruiter, advertising the new position, reimbursing travel expenses and training the new staff member. Not only are financial resources used, but employers spend an ample amount of time with job candidates and new hires. Time is spent interviewing, onboarding and educating the new team member. When considering all the effort invested in one employee, uncovering that she’s a bad hire can be devastating.

CareerBuilder’s recent survey on costs related to bad hires indicates that 65 percent of the participating US hiring managers said that their bad hiring decision cost their company $25,000 to $50,000. Financial losses are easy to spot, but bad hires can also lower productivity and impact their coworkers negatively. Although you can’t prevent a bad hire 100 percent of the time, you can take several steps to ensure a candidate is a good fit for your job opening. Use the tips below to avoid a poor hiring decision:

Know the Job

Do you know why you have a vacancy at your company, and why it hasn’t been filled yet? If your opening isn’t new, take some time to thoroughly understand the requirements and skills needed to fill the position. Review what made past employees successful in the position and what made them ultimately leave. If there wasn’t much success, evaluate what you can do to help reduce turnover.

Nail the Interview

Evaluate your company’s role and responsibility during the interview process. Do you have good interviewers that are excellent time keepers and make job candidates feel welcomed? Do you utilize interview questions that will paint a picture of what the candidate did at his previous job? Do you incorporate questions that will give the candidate different scenarios of what he can expect from his new job? Planning for well-thought-out behavioral interview questions is a must.

Check and then Double Check

Before setting a start date for your new employee, make sure all of your company’s pre-requisites for new hires are completed. Perform a background check to verify his employment and criminal history, call his references to confirm his past work performance and experience, and have him complete an assessment to further demonstrate job fit.

Following the three tips above should help you identify high-performing talent and avoid making a costly hiring mistake. CAI offers services to help you increase your chances of selecting a great hire. Contact Molly Hegeman at 919-878-9222 or http://j.mp/cai-a for more information about recruiting and assessments.  Contact Kevin von der Lippe at 336-668-7746 or www.capital.org/vea for questions regarding background checking and reference services.

Photo Source: hawken king

Important Steps to Follow When Hiring Employees

Wednesday, July 21st, 2010

Most companies feel that planning to hire new employees is an obvious indicator to the outside world of their success.  It shows their products and/or services are in such demand that they need a bigger pool of labor to maintain their output or increase it.  But sometimes hiring occurs without the reasons behind it fully being explored. When this happens it can cost your company a lot of money.

You need to keep the following steps in mind to reduce the risk of a bad hire. These are essential concerns when considering opening a position at your organization.

1)     Make sure you know why you need to hire the employee.

You should not be looking for someone just for the sake of filling a job.  Ask yourself these questions:

  • Will this position be needed for your company in the long term, or will its responsibilities change in the future?
  • If this is a new position, do you know why it was created and what its responsibilities entail?
  • Do you know the job duties to be performed by the employee on a daily, weekly, monthly and yearly basis?

If the answer is “No” to any of these, you need to rethink your decision for this new hire.  It may not be worth investing in a full-time or even part-time employee to fulfill what you need upon review. You may be able to achieve what you want with in-house talent or outside contractors.

2)     Know and follow federal and state guidelines for the hiring process.

Do you know the rules for what you can and cannot ask a job candidate during an interview regarding his or her life away from the job?  What about the state and federal forms you need to complete for the person when he or she is hired?  And are you ready to handle an employee who will cite North Carolina labor laws when questioning you about your policies?

Companies with full-sized HR departments know the answers to these questions, but even medium-sized ones often do not.  This ignorance can not only discourage good workers from joining your company, it can result in a lawsuit for you because you did not follow these laws or EEOC guidelines.

3)     Establish exactly what you want from a candidate in the available position.

You should have a definite idea about what minimal educational background and experience you want for someone to assume the role.  The same should apply to the salary and benefits you are offering – if the applicant wants more, how far are you willing to bend to meet the request without hurting the company? You should also know what kind of personality will fit well with your company’s culture, and what kind will not.  Assessments can be very useful in helping determine whether a job candidate is a good fit for your organization.

While it does help to have recommendations from your social network for a new employee, it should not be the sole determining factor in hiring the person.  Check the applicant’s references to get a sense of how he or she performed in previous positions. Also, background checks are a must for any employer that is hiring these days.

No one can guarantee that these steps will prevent a bad hire for a company. But by judiciously applying them, you will be greatly increasing the likelihood of finding an appropriate candidate for your job.

For more details, please call a member of CAI’s Advice and Counsel team at (919) 878-9222 or (336) 668-7746.

Photo Source: Schzmo