Simple rules for avoiding a ‘bad hire’

In the age of high staff turnover trends, there is no denying that the cost of recruitment is a point of discussion in most organisations. However, failing to get the process right the first time is a price that is often overlooked.

With the real cost of a bad hire estimated at as much as the entire year’s wages of a mid level worker, the importance of attracting the right person the first time becomes glaringly clear. During your next recruitment drive, consider the CAN system – three simple rules for avoiding an empty desk and a $60,000+ failed recruitment bill.

Critical attributes

Decide on the four or five crucial characteristics for your ideal candidate – and stick to them.

While there may be a list of advantageous qualities that make up your ideal candidate, it is easy to get lost in the desirable characteristics without noticing the absence of essential criteria. Lengthy answers to desirable selection criteria and unnecessary training in critical job functions wastes time and resources better spent assessing the fit of suitably qualified applicants. Not only are levels of job satisfaction much higher for employees who are comfortable in the core duties of their new role, but productivity will soar if training in sub functions can be laid out as they continue to complete core functions. A simple solution to identify highly qualified candidates quickly and efficiently is to include only a small number of questions in the initial application step which are focused around the criteria identified as critical.

Appropriate attitude

Personal characteristics are often left for the final short listing stages, but it is time to bring personality back into the critical attributes.

While the current job market is overflowing with skilled and competent candidates, having the right experience and skills does not guarantee success in a particular position. In fact, the principal reason many new hires fail is not due to ability, but attitude. Assessing the candidate’s attitude towards the industry, the duties and the overall position will help you find an enthusiastic candidate with the dedication to the role that will ensure their employment way past the probation period. For instance, how does the role fit with the candidate’s own goals, beliefs and aspirations? What are their personal opinions on the current state of the industry? Such questions will truly identify those candidates looking for a career and eliminate those who’s motivate is only to fill their time until the next best thing comes along.

Natural fit

Finally, there is nothing worse than a company outcast who just does not seem to ‘fit’ in. Consequently, it makes sense to assess at the beginning how well candidates fit your company culture and current team.

With a large majority of popular job boards allowing jobseekers to forward resumes to unsuspecting employers at the click of a button, it is understandable that many will not even know the organisation name, let alone if they want to work there. Therefore, whether you are deploying your own advertising or outsourcing to a recruitment specialist, it is important to find a system that allows you to market your own organisation. Just as importantly, do not wait until interviews to ask questions about the candidate’s motivates for joining the team - compiling this information during the first stages of recruitment is sure to reveal a poor culture fit early.

Overall, the initial stage of the recruitment process is arguably the most important in finding the right person, the first time. Consider the CAN system during your next hire to give yourself the best chance at filling your job vacancy for the long-term.