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How to Avoid a Bad Hire

6th Feb 2019

How to avoid a bad hire

If the right candidate can transform a company for the better, it stands to reason that the wrong candidate can cause many problems.

Therefore, when you recruit, you want to avoid a bad hire, but is this possible?

Many times a bad hire occurs because the candidate is not a good fit with the company or they are unable to impact on the organisation.

There will be times when this is down to failings on behalf of the candidate, but problems can arise with the company too.

It is important for recruiters to understand company culture, what the aims of the company are, why people want to work for this company and what separates this company from other firms.

If you are unable to answer these questions, you may not be able to judge what sort of candidate can come into your organisation and have a positive impact.

Therefore, before you commit to the recruitment process be clear on:

  • Who you are
  • What you have to offer
  • What impact you need recruits to make
  • What your ideal recruit "looks" like

If you enter the recruitment process unsure of what sort of candidate you need, hoping that the ideal candidate will become apparent throughout the process, don’t be surprised if you don’t find the ideal candidate.

You should be looking to fill a specific hole or gap when you recruit, and it is vital that you know what this gap needs to be filled. Take the time to profile your ideal candidate for important roles, and this will not only benefit you in your immediate recruitment process, but it will also provide you with a template for action when you recruit again in the future.

Know where to search for candidates.

If you aren’t looking for candidates in the places where your ideal candidates search for jobs, it is unlikely that you will connect with the right people. Therefore, you should follow up on your ideal candidate profiling by understanding where these candidates can be found and what they want to see when they search for jobs.

Ask the right questions in the interview process.

The candidates that have made it through to the interview process should be relatively close to what you are looking for, but it is important that you dig deeper to find your ideal candidate.

Ask questions that provide candidates with the opportunity to detail experiences and to provide examples of why they would be the ideal candidate for you.

Also, remember that the ideal candidate should be a good fit with your company culture, so ask questions that allow you to determine a person’s character too.

Don't be in a rush to fill a vacancy.

It is understandable that firms want to fill vacancies as quickly as possible, but this doesn’t mean you should rush the process or compromise. Cutting corners puts you at risk of a bad hire, so take your time and find a suitable candidate for the role.

Make sure you check references.

Some people have great CVs and can perform well at interviews but perhaps struggle in the workplace. Therefore, it is vital that you check references to ensure that the candidate who interviewed well also has a proven track record in the workplace.

These tips will hopefully minimise the likelihood of a bad hire, but if you need further support, be sure to check out what The Personnel People has to offer here www.personnelpeople.co.uk

        

Coutessey of www.talentculture.com website – Jan 2018