I was shocked at how high a figure it is, but in reality, it is easy to understand when you start analysing the costs of recruiting a new hire; think about time spent on interview preparation, advertisement, missed sales opportunities, and a long list of other activities. All of that is before you consider the costs of replacing your bad hire!
There are many reasons a new hire may not work out but some of the key mistakes are made during the interview process. Chiefly, candidates are not interrogated enough in relation to the roles they will be expected to undertake.
Every interviewer uses a different technique to extract the information they need but the good ones all have one thing in common; thorough process. It is very easy to fall in to the trap of hiring because you like someone but you have to ask yourself, is this a good basis for a long-term working relationship?
It is imperative that you establish an interview process that limits the chances of a bad hire slipping into your organisation. Measures can be taken, such as conducting panel interviews, or creating different stages to verify different skills and capabilities among the applicants. The interviews you conduct should be accurate in predicting the candidate’s level of ability. For instance, if the job role is sales orientated, situational role-play can be advantageous; simply asking a candidate to give their best ‘water bottle’ sales pitch could help segregate the strong from the weak.
Prior to the interview process you should have outlined what the ideal candidate looks like; in terms of experience, skill set and personality. During the interview process you should keep referring to your initial specification to ensure you are asking questions that will help you identify whether or not candidates are suitable for the role.
As hard as it may be, remain stubborn where your criteria is concerned to avoid choosing someone who will be unable to live up to the demands of the role. You also need to make a point of vocalising to each candidate what these demands are, as early on as possible.
High staff turnover could be attributed to a culture misfit. Different organisations have different cultures and consideration needs to be made to ensure that the candidate you wish to hire is in-line with the culture your business represents.
A high turnover of staff could be attributed to a clash of cultures. Every organisation has a different culture and it is unlikely that employees will thrive in a culture that does not suit them. A mismatch will stifle communication, and make for an uncomfortable working environment. This is not necessarily an issue that reflects the candidate’s potential, but when looking to hire someone, you need to think carefully about how well they will be able to integrate into your team.
That’s why at Success Recruit, we kick start your interview stage by conducting our own pre-interview screening process, where we meet with the candidates face-to-face, which ultimately gives us an insight into their personality, and the type of work settings they thrive in. From there, we are able to analyse whether we believe they would be suitable for your organisation.
Throughout your hiring process, you should be aiming to achieve the highest possible return on your investment. A lot of our clients look to us to for help because they understand the severity in hiring the wrong person, but at the same time, they acknowledge that their working schedules do not permit the time needed to carry out such a critical activity. If this is the scenario you face, it may be worth looking into the options a recruitment consultancy can offer you. After all, it’s better to do something right the first time, than spend money rectifying a mistake.