It’s been well documented that the cost of hiring the wrong employee can be very expensive. And aside from wasting your time and energy, if something goes wrong you’ll have to fork out the cash to advertise and interview all over again. That’s an expense you just can’t afford to brush off, especially if you’re a small business. Aside from money, remember that each employee you hire will change the dynamic of the company, for better or worse. As an entrepreneur, you want to make sure it’s ‘for the better’ every time.
Do you feel that you’re just not getting applications from quality talent? Then it might not be just down to bad luck: it might be your advertisement that is putting people off. If you’re writing a long list of qualities and experience that you demand from your applicants, then you’ll be turning off the cream of the crop. Why? Because the best talent already knows they’re good: they’re not looking to prove themselves to get a job. They’re looking at what the company they work for can do for them. Rewrite your advertisement so that you’re selling yourself as the kind of company the best workers will want to be at.
A potential applicant will tell you very little about their private life, but that doesn’t mean it’s off limits. If you want to make sure that they have no skeletons in the closet, you need to be digging deeper. Consider hiring a detective to conduct a background check; getting the all clear about an applicant will remove any doubts you have about their trustworthiness. You can also check their social media accounts. It’s a bit of a grey area, but most recruiters do it, and so should you. Within minutes, you’ll be able to find out a whole range of things about an applicant that might make you think twice about hiring him or her, especially if there are references to taboo subjects.
Follow up References
You should be asking for references from all your applicants, but don’t just ask them out of habit: contact them! Instead of just using their resume, you’ll be able to talk with people who have previously worked with them and have a much better understanding of what they’re like as an employee.
Nail Your Interview Process
Studies have also shown that, by and large, companies ask their applicants the wrong kinds of questions. If all your questions are to do with whether they’re able to do the job, consider adding a few questions that get to the bottom of who they are as a person, like if they’re good learners, team players, ambitious, and so on. All of these factors are arguably just as important as their technical proficiency.
Trust Your Gut Instinct
Finally, remember that this is your business we’re talking about. If you have a bad feeling about a prospective employee, then don’t hire them – even if, on paper, they look like the perfect candidate. You won’t regret not hiring a worker but will regret it if you hire the wrong one!
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