Last updated : November 11, 2024
New hires that need training and orientation can take a sizable chunk out of your bottom line. You’ll lose productivity in the transition simply because of a lack of experience. “Bad hires” take up time and resources in other ways—safety concerns, workplace problems, and again, a loss in productivity. You’ll also end up back at square one with another new hire. A high rate of employee turnover can quickly become an unbearable financial burden and is something that business owners can prevent by bringing in the right workers from the start. To do that, there are some common mistakes to avoid.
Not having a clear picture of what you need
You will not be able to find the right hire on a consistent basis unless you can come up with a solid job description. Yes, you can learn a lot about a candidate if you observe them closely during the interview; however, a precise job description can lower the risk of a bad hire even further. When coming up with a job description, consider the following factors:
- What will the new hire’s responsibilities be?
- What skills do they need?
- What kind of experience will they need to be successful in the position?
- What are the character traits that they will need to fit well in your organization?
Rushing the decision
As an employer, you are probably very busy running your company. You may have gaps that you are desperate to fill. As a result, you may be tempted to make a snap decision when it comes to bringing in a new employee; however, it is important to keep the cost of employee turnover in mind. That cost can include the negative effect on employee morale when they see coworkers getting fired right after being hired. Take the time to consider your decision carefully; it can prevent headaches down the road.
Failing to trust your instincts
If you have been in business for a while, you develop certain instincts about people. You may be able to tell a lot about a job candidate within a few minutes of meeting them. No matter what qualifications a candidate may have, pay attention to how you feel about them. Also, consider these questions:
- Is there anything that strikes you as odd about them?
- Is there anything strange about their answers to interview questions?
- Is their demeanor inappropriate for an interview?
Any signs that they are not taking the interview seriously might be a red flag. Go with your gut when it comes to deciding whether they would make a good employee or not. On the flip side, don’t rely solely on instinct…
Not researching your candidates
Your investigation of a candidate’s background should go well beyond their checking their resume and references. One of your options is to perform a criminal background check. Some employers perform credit checks and call their candidates’ previous employers. You will face some legal restrictions, but you should delve into their past as deeply as you can without breaking any laws.
Talking too much and/or not listening enough
Many employers dread the task of interviewing candidates for jobs. The result is that they rush to get the interview over with as quickly as possible and try to eliminate potentially awkward silences by talking through them. Instead, the best course is often to be quiet during the interview. This may prompt the candidate to fill the silence. What they say may tell you more about them than their answers to your questions.
Asking hypothetical questions
Questions about how candidates would handle hypothetical situations tend to be ineffective. Most candidates will know the correct answers whether they are right for the job or not. You want the ones who actually used those answers in a real world scenario. They should have a recent business experience where they performed the right answers. You don’t want someone who knows what you want to hear. You want someone who knows the right thing to do at the right time.
