Hiring the wrong person can affect not only your organization’s bottom line, but your team’s morale and productivity as well. In fact, the average hiring mistake can cost up to three-times the annual salary of the position, considering the cost of termination, replacement, and loss of productivity during training and learning curve. Taking steps to ensure that you’re on track to hire the right person is key to prevent a bad decision, so be sure to.
Ask detailed questions during the interview process and listen for insight into why someone says they’re “dependable” or “a team player.” Always ask for examples to support their statements.
- Interview, interview, interview – The phone screen, a first interview and then bringing the top candidates back in for a final, or second interview to see the candidate in your setting and interact with your team is crucial. Personality and group dynamics should always be considered – strong personalities like House’s unique outlook may conflict with your team and lead to exasperated staff likeWilson.
- Check References – Be sure you get at least three references. Former managers and co-workers are good choices. For the more junior positions, college professors are fine as well.
- Be confident you have the right candidate for the right job – you may interview someone and think that they “could” be a good fit for the position, but may lack some of the skills or experience. Focus on the job description to stay on track to select the right person for the position.