Every organization, regardless of its scope, can benefit from a reinvigorated approach to hiring. Even seasoned human resources experts can gain from periodic reminders about sound hiring practices. Despite the number of individuals an organization has brought on board, instances of poor hiring decisions persist. There might have been instances where a swift hire was made to fill a critical role, or an acquaintance vouched for an applicant’s likability, leading to a compromise. Sometimes a mediocre candidate is chosen even when the hiring party knew that better options were available with a bit more effort. The list of such scenarios is extensive.
The accompanying infographic, “Avoid These 7 Common Hiring Blunders,” features revealing statistics that underscore the grave repercussions of hiring errors. Nearly three out of every four employees acknowledge having chosen the wrong person for a position—an astonishing revelation. Considering the invested time in the recruitment process and the financial ramifications of a misfit hire, the toll in terms of wasted resources becomes considerable.
A faulty hire transcends mere financial miscalculation. It casts a negative shadow over overall employee morale. Managers spend disproportionate time supervising underperforming employees who fail to meet job standards. Disharmony with colleagues is common among bad hires, and the workforce’s confidence in the hiring process plummets. Bad hires eventually realize their misfit status and depart voluntarily, or they are let go due to their inability to meet expectations. In either scenario, the organization finds itself in the unenviable position of initiating a new hiring cycle.
How can your organization enhance its hiring process? Heed the advice outlined in the infographic. Do not bypass any pivotal steps in the hiring process. The pursuit of haste could cause your human resources department to compromise pre-employment screening and background checks. It’s possible they employ generic job descriptions that fail to adequately capture the role’s nuances and the company’s ethos.
The interview phase, too, is rife with potential pitfalls. Framing “soft” questions or basing hiring decisions solely on personal rapport may lead to suboptimal choices. While personality compatibility bears relevance in workplace cohesion, it should never eclipse the candidate’s ability to deliver job results.
The most noteworthy lesson derived from the infographic is the importance of investing adequate time in the hiring process, even if it entails a temporary delay in filling the vacancy. The right candidate will eventually emerge, even if it necessitates reopening the search. The additional time dedicated to securing the best fit far outweighs the future costs—both in terms of time and resources—associated with a misguided hire. For more information, look over the infographic below.