By Pooja Kamat, Head of Content Development, Work Better
There
is nothing more crucial to the success of an organization than bringing the
right people on board and encouraging their growth. This is precisely why most
successful companies take such a long time in hiring.
Did
you know that the repercussions of hiring wrong are fatal? Have you ever
thought why?
Firstly,
every misfit hired leads to huge costs for the company in terms of salaries,
other variables, induction training, on-the-job training, etc. Secondly, bad
hiring negatively impacts the productivity of the organization, its culture,
and morale. Thirdly, as per Harvard Business Review, 80% of employee turnover
occurs due to faulty hiring decisions.
If
the consequences of bad hiring are so fatal, why do companies get the wrong
people on board?
There
are 3 primary reasons:
1.
Unclear performance objectives: The job description is vague and doesn’t
provide the interviewer any clarity on what they actually need to question
candidates on.
2.
Poor skill-set: The candidate is hired on face value and lacks the necessary
skill-set required to execute the role well.
3.
Cultural misfit: This can occur when a candidate, who seemed perfect on nearly
every level, clashes with the organization’s culture since their beliefs are
different from that of the organization’s.
Pooja Kamat, Head of Content Development, Work Better |
So
what makes you good at hiring? You need to know who you are as an organization,
what you want from your employees, and what process determines if a candidate
is a good fit.
Tips
to hire better:
1.
Chalk out competencies based on the job description
This
is the most important step. The job description must tell you what the
competencies required are. Competency comprises of knowledge, skills and
attitude required for the successful execution of the job role. Question
candidates to find out the extent of their competency. This process will make
the interview a lot more structured, goal-oriented, and eliminate the greys. It
will also help you to navigate the interview in the direction you want.
2.
Make the most of the resumé
The candidate’s resumé is
your insight into their personality, achievements, personal & professional
life. Use the resumé as a mechanism to know them in relation to the job
description. Also, ensure that you do not believe everything that the resumé
says. Question and cross question all the relevant details that seem important
for the candidate to be hired. Remember, suspicion at this stage will only work
in your favour.
3. Look for the intangibles
A candidate’s skill-set
isn’t limited to their functional abilities. It also includes how good they are
with regards to the interpersonal equation with colleagues and/or customers.
Employers who don’t take soft skills such as leadership and communication into
account may set themselves up for a bad match.
4. Avoid the horns and halo
effect
Halo
Effect: If the first impression of a candidate is very positive, then
interviewers tend to ignore the negative characteristics in the person and
concentrate only on the positives. They start seeing the person with a halo of
the positive first impression. This is known as the Halo effect.
Horn
Effect: If the first impression of the candidate is negative, interviewers tend
to ignore their positive characteristics and concentrate only on the negative
ones. They see the person in the light of the negative first impression,
thereby increasing the probability of not liking the person. This is known as
the Horn effect. If an interview starts with a negative statement from the
interviewee, there is a higher chance of him being rejected.
5. Avoid stereotyping
Stereotyping is the
phenomenon where an interviewer develops an impression about a candidate on the
basis of a characteristic or trait exhibited, opinion expressed or their
appearance.
For example:
• Not hiring or promoting
married women because family is their primary focus.
• Hiring younger people
because they have high energy levels and are very open to learning new
technology.
• Assuming that candidates
who are shy during an interview will not perform well on the job.
6. Woo your top choices
Hiring
works both ways - while you may be convinced with a candidate, are they
convinced about you as well? It is important that you clearly state the pros of
working with your organization. Preferably, align it to what they think is
important to them as a professional. You must tell them ‘what’s in it for them’
with respect to the compensation structure, growth pattern, career advancement,
and other significant opportunities in your organisation. Good candidates must
be lured. If not, you may lose them to a competitor.
Remember,
patience is the key. You may have to interview a lot of wrong candidates before
you select the right person. But remember that the right hire will most
certainly make the wait worth it!
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