The seemingly easy task of hiring the right person for the job really isn’t all that, well…easy. Have you been reviewing resume after resume without any sticking out? Or maybe you’ve come across quite a few “perfect” resumes, but when you bring the candidate in for an interview, you’re far from impressed. Whatever the case may be, there’s no denying that a bad hire costs more than just time. Mashable found that one in four employers report spending over $50,000 on each bad hire (yikes!).
Let’s avoid that pitfall (and save $50,000) by hiring the right person! How? Just like this…
Review and re-review each resume and cover letter
Before you even open the documents, check to see what name the candidate saved it under. Does it say Maggie Coffey – Sales Resume? Chances are good there’s another resume floating around out there called Maggie Coffey – Public Relations Resume, so it’s imperative you use extreme caution when reviewing such resumes.
Our their any grammer mistakes? Assuming that the majority of candidates create their cover letter using Word (or similar software), there is absolutely no excuse to have misspelled words. Even in cases of our/are, their/there/they’re and effect/affect, Word typically does a good job of alerting the user that errors are present. If a candidate doesn’t take the time to adjust these errors, do you really want them working for you?
Ask the right questions (and take notes)
Don’t just ask those clich interview questions about strengths and weaknesses. Most candidates assume that you’ll ask those questions, so they rehearse their answers ahead of time. Instead, ask questions that will help uncover the candidate’s work ethic and personality. By not asking such direct questions, candidates are challenged to be more creative and show their true personality.
And remember to take notes during the interview! By doing so, you don’t have to rely on your memory and it makes it much easier to score each candidate after the interview. If you haven’t already, check out our blog on interview score sheets.
Keep culture-fit in mind
When it comes down to it, you can train employees to do almost anything. On the other hand, you can’t adjust their personalities. Finding a candidate who fits in with the company culture is not only good for morale, but it increases the rate of productivity. So even if a candidate with a good sense of humor isn’t familiar with all the software you use, it’s important to decide if it is worth your time to train them in order to maintain that great company culture you’ve worked so hard to build.
For those candidates who make it to the last round of interviews, be sure to give them some insight on your company culture. Do people ride around the office on scooters? Tell them. Does the office stay quiet or do co-workers chat while getting their work done? Let the candidate know. You don’t want to scare them away on their first day of work. Or worse, you don’t want a new hire to negatively affect your great company culture.
Most importantly, don’t become intimidated by the thought of having to hire the right candidate. By following our tips, you’ll know when you come across the right candidate.
Bonus tip: Look for candidates who encompass these four characteristics!