Recruitment mistakes, avoid spending too much.

You may have recruited the wrong person one too many times and your company productivity and sales may have taken the brunt of this. The average cost of filling up a vacancy is between 3,000 and 4,000 and for small business this can affect them a lot, so it’s right that you don’t make the same mistake again.

It is important to find the right staff as its pinnacle to having the right team as this creates good morale, you don’t want a team that does not work well together.  If you hire the wrong person it may not only do some damage to your company and team but it will not reflect well on you, it may lead to your staff questioning your leadership and decision making skills.

There is a huge skills shortages in both service and manufacturing sectors meaning that employers and their recruiters are now realising that the search for skilled and ambitious candidates is going down to the wire.

I have noted down the 5 things that I feel are vital when it comes to hiring the right people.

  1. The use of CV’s as a filter process.

Now, I know you may be reading the subheading and thinking I’m stating the obvious but I don’t mean that you should sit down and evaluate everything about the candidates CV, you should use it as a foundation, yes see if their grades are good enough to work for you and that their past work experience may tie in, but don’t solely hire someone on their cv, it is just an indicator to what a person is like.

  1. Extracting the best information.

It is vital that when you are interviewing that you don’t go to hard on someone, you don’t want them to leave the interview scared. But you want the best information and the best candidate, you need to keep asking fulfilling and informative questions, questions that can allow debate, or questions that require them to explain, the best way to get. You want to know exactly what they can bring to the table and why they should be right for you, past job experiences and life lessons.  If they can’t answer these questions, well, you know they aren’t right for the job.

  1. Their willingness.

As you may already know due to the endless amount of interviews you have conducted that your candidates will compliment and praise your business, this is all well and good, but the real task is whether they have taken time out to learn about it, you want them to know the history and things they do, just minor bits of information that proves to you they are willing to put effort in and commit themselves to the role. Another way of finding out if they are committed is if they ask intelligent questions, not just at the end but throughout the interview.

  1. Finding the one for you.

A lot of people say “time is money” but then again in this case, rushing in to a rash decision can cost you a lot more.  A lot of bosses skip the interview process and just hire someone they see as the most suitable candidate, but you shouldn’t do this, taking time and effort to pick the right person will reward you. You want to take the hiring process of about a month to two months, you want to make sure the candidate is perfect, not just someone who lives in the city and can be there on time. You need to make sure the person you hire will do the correct job.

  1. Involving the wider team.

When interviewing someone, it could be a great tactic to involve your staff in the interview, this is because they know the ins and outs of the job and will be working with them on a day to day basis, and it may also make them feel a little more relaxed as they were the one getting interviewed once. Your team may be able to involve some questions you haven’t thought of and give you some insight in to what the perfect candidate would be.

It’s always vital to keep the bigger picture in mind, you don’t want to look back 2 months down the line realising you picked the wrong person, by being careful and selective you will have the best team in the business, pardon the pun.

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