Three Simple Steps to Avoid Making a Bad Hire

Three Simple Steps to Avoid Making a Bad Hire

A poor hire can be the greatest detriment to an organization. Many leaders and business owners go through this disheartening experience when they have to let go of an individual who was simply not fit for the job. But who is at fault here; the employee or the recruiter? The jury is still not out on this. However, this article serves a greater purpose than fixing blames. This article is meant for recruiters and business owners to avoid creating such unpleasant situations.

As if the recruiting process wasn’t complicated enough, the added pressure of talent war can make any recruiter make an inaccurate choice. Also, there are simply not as many “hireable” candidates in the market these days as the demand for a broader skillset is greater than ever before. A growing business needs candidates that are not only subject matter experts but also flexible to adapt to the ever-changing array of technologies found in the workplace. These issues can aggravate if your organization is based out of location that has limited access to top talent. Here are some things that you can do to avoid bad hiring:

Clearly define the hiring criteria to avoid hiring mistakes

The important step of defining the candidate criteria should happen right at the beginning of the hiring process. However, in many cases the rush to close a vacancy is so great that defining what the organization really needs in a candidate is left as a secondary discussion. These decisions are made after all the job applications arrive forcing the hiring manager to perform the search again with a more specified list of criteria or settle for a small candidate pool. As a recruiter or a business owner, you should clearly define the hiring criteria to find the candidates that are best aligned with the organization’s needs.

The goal should be to clearly articulate the talents, skills, capabilities that you are looking for in a prospective candidate. This is indeed a vital step as you should aim for the most essential attributes, rather than settle for an all-inclusive feature list that brings irrelevant applications or confuses the job seekers. The process will take some time as the recruiters and hiring managers need to be on the same page. However, the result will be worth it and by the end of your discussions, you will have a clear, focused position to hire for.

(Also Read: How to Reduce Time to Hire?)

Use active and passive hiring strategies to avoid hiring the wrong person

Once the final job description is ready to go live, you need to consider strategies for connecting the job posting with the best possible talent out there. In doing so, recruiters need to use active as well as passive strategies. While passive strategies depend on the candidates reaching out to the job, in active strategies you will be reaching out to the prospective talent in the capacity of a recruiter.

Passive strategies are the commonly known recruitment methods that most recruiters probably use in their organizations such as posting a job on job boards or sharing it with employees and jobseekers through referrals and social networks. Recruiters can use an automation tool to post the job on multiple job boards without spending much time. These recruitment software also automatically collect the responses and maintain a secure centralized CV database for use by recruiters.

On the other hand, active strategies differ from the traditional practices and are more expensive as they include networking and headhunting. With the rise of online professional social networks like LinkedIn, it has become easy to utilize these strategies quickly and cost-effectively.

To discover the right candidates, it is essential to focus on a narrow geographical region as it is a waste of time and resources to headhunt candidates that meet the criteria but are unable to join due to their location. Factors like commuting to work daily must be considered while narrowing your search for the right candidate. While there will always be candidates willing to move or commute to anywhere, yet as a recruiter you should keep in mind these limitations before zeroing on the perfect candidate. It is equally important to consider the range of experiences they have, or are they ready for the next level? Answering these questions will quickly eliminate resumes that don’t meet the established criteria.

(Also Read: Recruitment Strategies to Attract and Retain Talent)

Use advanced applicant tracking system to avoid hiring a bad employee

Now that you have a pool of applicants at your disposal, it is time to decide on the best matching candidate for the role. While the number of applicants might be overwhelming, if you are using the right tools and techniques, it shouldn’t be difficult to filter and find the best prospects for interview. An advanced applicant tracking system which is equipped with a resume parser and semantic search technology can completely automate this task for you, helping to narrow down the prospects to the most qualified and best matching profiles. Using a recruitment software like Naukri RMS is not only beneficial for reducing time to hire, but it also removes the possibility of unconscious bias which is considered a major reason why recruiters miss out on the best hire for a role.

(Also Read: Choosing the Right Recruiting Software for Your Business)

However, beyond a point, recruiters have to rely on their cognitive abilities and intelligence to make the final decisions. Technology only provides assistance here. The final decision is still to be made by the human intelligence. An easy method to arrive at a conclusion is to rank the profiles based on a scorecard. Developing this scorecard is not that complicated as you can assign a number or weight to each of the characteristic and preference. For example, education can have a weight of 25 and previous experience can have a weight of 50. By scoring the candidates on these criteria, you will gain a cumulative score for each candidate which can be compared to eliminate the least qualified candidates. Once the vetting is complete, the only step that remains is formal interviews.

Interviews are subjective to a lot of terms and conditions, where the hiring manager may arrive at some new findings about the candidate previously unknown. Once the interviews are complete, the hiring team can weigh in on with their choices on which candidate should be offered the position. The last authority on the decision may lie with the company leadership or the hiring manager. However, one should make sure the final decision is based on facts and actual experience rather than perceptions. With these steps in place, recruiters can ensure to a great extent that they do not make a wrong choice while hiring.

(Also Read: Chatbots In Recruitment: How Do They Help?)

 

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