This is a common refrain from HR when a new hire doesn’t match the expectations of the organization. We call it a “bad hire,” but a part of the problem of recruiting the “bad or wrong hire” is related to flawed recruitment process too. There is a need to bring changes in the ways the recruiting is performed. Let me be clear, there is a process that virtually guarantees hiring the right candidate every time. At first glance, it may look more traditional, but if you can interweave it with some current standards of recruitment then it is going to work for you like magic.
Get ready first – Make hiring the right candidate your main concern
Whether it is your first hire or 100th, every hire counts. Whether you are hiring an account payable clerk or a Chief Financial Officer (CFO), whether you are hiring a salesperson or an IT manager, hiring the right professionals is very important because only a great hire can help your organization grow well and be more profitable whereas a bad hire will drain your organizations of its profits, morale and time. So, make hiring the right candidates your own main concern to deliver the best results for your organization.
1. Begin with the plan. Create your recruitment plan first. Most of the recruiters fail to recruit the right person because they do not begin with the plan. Therefore focus on creating an executable plan which can work for you.
“Compile job overview in the right way. Be sure to include the skills needed. Make the profile more competent to be able to reach out to the most suitable match. Get connected to resources in a professional way. Make use of social media as required but with care. Test, re-test their skills to make sure you are hiring the right candidates. And finally close the deal.”
2. The first call. When you are done with all preliminary HR tasks then the time arrives for you to be more practical in recruiting by conducting the phone screen. A small call will let you know whether to continue with the candidate or not. Of course, some may prove to be smarter than they actually are. So, be more judgemental to take the right decision. You can call the candidate for the face-to-face interview only when you feel he / she can be the perfect match for your organization.
3. Know a little more about your candidates. The failure to check references or performing the background check in the manner that is required can lead to more trouble for the HRs. Often, HRs who hire on a fast-paced mode get hurried into hiring and they put off the task of checking the references or checking the background of the candidates. Some do not pay attention to it because they show complete reliance on the candidates. This creates problems and eventually increases the time for hiring. Therefore, do not consider it lightly. Instead, take all the necessary steps to verify the details provided by the candidates and the references (if there are any) too.
4. Close the deal smartly. Sometimes, the candidates reach the last stage of the interview and show expectations that can’t just be fulfilled (expectations in terms of pay scale and other benefits). Therefore, it would be wiser to let the candidates know more about salary and other benefits in the beginning itself. The best way to do is to include information about the same in the job profile itself. This will save your time that often goes into looking for the candidates again and again from the beginning.
Talent Spot, The Leading HR Service Company in China
