Employee recruitment can come at stressful times, especially if you’re already understaffed or losing a key player, but hiring the right employee plays a big role in the long-term success of your company. To succeed in this all-important process and reduce your chances of costly mis-hires, poor retention, and gain an overall stronger team, avoid these hiring mistakes:
Don’t rush through the hiring process
The hiring process is one that takes up uncompensated time, so it’s tempting to cut corners or make a quick decision. This is especially true when you find yourself shorthanded with a lot of work to do. Still, we strongly advise against rushing.
We’ve seen what happens when managers only interview a couple candidates, or they decided to skip “extra” (although important) aspects of the hiring process, like reference checks or skill demonstration. The results are rarely good.
Rushing leads to inadequate training that may come back to bite you in the future. There are always certain tasks that don’t always occur in the day-to-day job but are no less important when they do come up. During the rush to train new team members to do the essentials, other aspects of the job may keep getting pushback for another day. Don’t let that happen.
- Hire ahead of time:
- Set onboarding goals
- Get your team involved
Don’t wait until the last minute. This always results in a rushed process and overloading new hires with too much at once.
Establish strong onboarding procedures to set new employees up for success. One-third of new hires quit their jobs after just six months – you can increase your retention rates by creating a thorough training program that includes regular employee check-ins.
New employees should be assigned a trainer who guides them through the process and serves as their point of reference, but all team members should be introduced to new hires and offer assistance when needed. This strengthens your teams bond from the get-go, bettering the odds of retention and chances are your new employee will learn quicker.
Don’t hire someone who seems unlikely to stay
High turnover can be frustrating, and it really doesn’t send a positive message to those who do business with you. If your new hires seem to be coming and going through a revolving door, it can be tiring and expensive.
Unfortunately, turnover is at an all-time high. Corporate Executive Board (CEB), did a survey where they discovered that 23% all new hires leave within a year. The question “where do you see yourself in 5 years” may not be good enough to gauge whether or not your new hire will be around for the long haul.
Let’s assume your salaries/wages are competitive, you provide decent benefits, and offer a good work atmosphere. How can you make retention start in the hiring process?
- Prioritive personality and intelligence over experience:The perfect candidate has both, but many recruiters place way too much value on experience and not enough on aptitude. An intelligent person with a great attitude can make leaps and bounds over someone who has training/experience on paper but seems otherwise lacking.
- Look at their job history: Do they have a history of jumping around, or do they show commitment to their career? Always look at the duration of previous jobs.
- Make sure they fit your culture: Equifax Worksource Solutions reported that only a slight majority of employees who left voluntarily did so for greater pay, with 44 percent staying even or taking a pay cut to switch positions. This supports the concept that culture and opportunity play a big role in retention
- Know their long-term plans: Make sure you know what their long-term goals are and whether or not staying with your company aligns with them. If so, demonstrate how they can meet those goals at your company.
Don’t be afraid to hire people smarter than you
Steve Jobs knew his team was his biggest asset when he said: “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”
Good advice that you wouldn’t expect from someone known for their ego, but it seems he was able to put his aside for the benefit of his company. Imagine the success of your company if everyone you hired were smarter than you, all you’d have to do is stand out of there way!
The last bit of advice is to respect and value what each member brings to your team, and treating them all as “knowledge workers.” If you want to hire smart candidates (and we recommend you do) they’re going to want room to use their brains. Without that opportunity, don’t expect them to stay around for long.