How to Avoid Making a Bad Hire
Most business decisions don’t carry a lot of weight. In fact, many professionals make small mistakes every day that don’t seriously harm their company, their clients, or anyone at all. However, there are a few serious business actions that will have a big effect on a small company’s viability. Unsurprisingly, staffing choices are sure to make waves one way or another. Either a new employee will hit the ground running and provide a boost to your team, or they’ll clash with your company culture, goals, or values and hold your business back. Today, we’re going to help business owners avoid making any big mistakes in the hiring process –– and we’re also going to explain how. Check out our guide to hiring capable employees here:
Write a Detailed Job Description
The more information you can provide potential applicants about the nature of the vacant position, the better it’ll be for both you and them. That’s because vague, unspecific job listings will turn off talented professionals who want to understand their role within the company. Furthermore, unclear job descriptions are also likely to inspire applications from unqualified sources. Save everyone a lot of time and stress and be crystal clear with what your expectations and requirements are for any new job. Note, this also includes entry-level positions.
Consult With Your Team
It may sound obvious, but the people who will be most affected by a new hire are your current team members. It’s important to point this fact out, though, because many employers hire new professionals without really consulting their in-house squad. This doesn’t make much sense. True, too many cooks can spoil the broth; yet, asking for input from your staff isn’t counterproductive in any way. Rather, if your current employees are underwhelmed by your “star candidate,” then you’ve got a problem on your hands. Listening to your team at this vital moment can save you from committing a huge error. There’s nothing wrong with deferring to the judgement of others from time to time.
Listen to Your Gut
In most circumstances, successful business pros should trust their gut. Hiring a new employee is no different. If everything looks good on paper, but you have a bad feeling about the hire in any way, take some time at the very least to reconsider the matter. Remember –– a good hire should be a slam dunk, and you shouldn’t have any reservations regarding the choice.
Find People Moving Up
In business, you’re either growing or you’re dying. Or so they say. In that same vein, look for employees who are ambitious and who have plans of moving up in the world. Yes, hiring an established professional has its benefits. But you don’t want to hire someone who sees your company as a step down in any way. Seek out individuals who share your vision and who are ready to grow alongside your company. This will ensure they’re a great fit for your plans moving forward and will allow you to take on the biggest brands in your industry with time.
Create a Fail-safe
The reality is that, even if you’re positive your next hire is going to prove a smash hit, sometimes things don’t work out for whatever reason. That’s why some business owners create fail-safes that are built in to new employee contracts. By placing new team members on some form of temporary or probationary contract, employers can make certain that their newest employees will be good fits before they make significant investments in them. Of course, this tactic has a drawback of potentially scaring off certain applicants. Be aware of this before you implement it as a policy.
Educate Educate Red Flags
Want to guarantee that the next hire you make is going to integrate smoothly and offer tremendous value to your organization? Then you need to prioritize employee training and education. Custom elearning strategies are essential for companies that are looking to develop talent in-house. Great employees tend to find ways to progress in any circumstances, but giving them excellent educational resources will expedite their growth. What’s more, it’s imperative that small businesses continue to educate their staff even after initial training and orientation.
Pay Attention to Red Flags
Very few candidates approach a job interview with a peerless, squeaky-clean record. Odds are, you’ll be able to make a case against hiring virtually anyone if you try hard enough. After all, many people have been fired from a job before; many have failed in a certain endeavor only to fall back to another career path. And if an applicant doesn’t have any baggage, then they probably don’t have any experience either! However, there’s a difference between a few honest mistakes and genuine red flags. Pay attention to these issues and don’t overlook them. Even if you like a candidate very much, their past is –– at the very least –– an indication of their previous work ethic and philosophy.
Decisiveness is key to business success for many reasons. And in the case of the hiring process, taking charge of a situation is vital. Employers who waffle and waiver risk missing out on amazing candidates who may have other offers waiting for them. So when you find the right person for the job –– don’t hesitate. Instead, tie them down to a contract while you can. Otherwise, you may have to “settle” for an inferior option and regret it as a result.