~How many times have you hired a candidate only to find that the candidate wasn’t the right fit?
~How many times have you found out the hard way that your new employee doesn’t have the skills and abilities you need?
~How many times has your “ideal” candidate resigned within 3 months of starting?
Whether you’ve lived this scenario or just want to be sure you cover all the steps to hire the right person, here’s three key areas to consider as you recruit and hire a new employee.
- Know what you are looking for and be specific. For example, rather than just requiring computer knowledge, identify exactly what software the applicant should be proficient with and to what level. Does the position require only a basic knowledge of MS Excel? Or, does the position require a greater knowledge of MS Excel because the new hire will need to perform advanced calculations? Select for initial interviews only those applicants whose relevant experience and knowledge make them likely candidates.
- Ensure that your expectations and those of the candidate are in sync. Communicate not only the position requirements, current job duties, and what success looks like, but also what the future may hold. However, be cautious that you do not glorify the current position or overpromise the future. Many times new employees leave early on because the job is nothing like what they were told it would be. Many more times employees leave because they were promised additional responsibilities and/or compensation and didn’t receive it in the timeframe they expected.
- Don’t be willing to settle. In your haste to fill an opening, don’t be willing to settle or ‘hope’ that the candidate you have selected will be able to meet the organization’s needs. Take the time to recruit and hire the best candidate for the job. Remember, that person who can begin work sooner may not be the best fit.
For more information about Nadine F. Pfautz, SPHR or Pfautz Consulting Group visit www.pfautzconsulting.com.