Solving The Selection Process

Hiring a new employee is an important and complicated process. Businesses who make the right choice of employee can see the advantages, however many businesses end up hiring new staff that are not the best choice for their organization.

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According to research by Leadership IQ, just under half of all new hires will fail within the first 18 months of employment and only 19% of employees will achieve ‘unequivocal success’. There are numerous reasons why new hires might fail according to the study, for example they:

  • Can’t accept feedback (26% of new hires).
  • Can’t understand or manage emotions (23% of new hires).
  • Lack motivation (17% of new hires).
  • Have the wrong temperament for their position (15% of new hires).
  • Don’t have the right skills for the job (11% of new hires).

The study believes that these results should not be surprising. 82% of the 5,247 hiring managers surveyed indicated that they believed the signs were present in the interview, but they didn’t notice them because they were too focused on other issues, had limited time and/or lacked confidence in their ability to interview suitable candidates.

These aren’t the only reasons why a bad hire might be selected to work for your organization. So how can you avoid this? Here are some suggestions:

1. Check References

While references aren’t always going to be reliable, (who is going to give you a reference who will speak poorly of them?), they can be an excellent resource for checking facts and details. Numerous candidates will stretch the truth on their resumes. The four most common lies according to Forbes are to do with education, employment dates, job titles and technical skills.

Checking these facts against the candidates’ claims can indicate their typical behaviors and attitudes to work. For example, if you find out that they left a company six months earlier than their resume states, then you can challenge that information.

Reference checking, if not done properly can increase your paperwork, limit your time and without the right skills, give poor results. That is why it is always helpful to have some extra support during the process. This can either be done in-house with additional staff or externally.

Just be sure that you are getting the right information from the candidate’s references and not limiting the potential foresight you can gain from previous employers.

2. Better Employee Assessment

There are two main aspects to consider when deciding whether your candidates are the right fit for your open position or not. Firstly, you need to know that they have the technical skills to complete daily tasks. At a minimum, they should have the potential to learn those tasks before being considered.

Another issue is the corporate culture fit. The wrong candidate with a different set of values and beliefs to those of your business culture can be devastating to your business. They could disrupt your current employees making them less productive and could upset customers who have developed expectations about the treatment they should receive from your staff.

A bad hire can also waste a lot of time in the future. Research by Robert Half International found that a bad hire can dominate up to 17% of a supervisor’s time. This is equivalent to one day a week.

These corporate cultural fit candidates can be better found by using employee assessment tools. These tools are very helpful when it comes to managing not just your candidates’ technical skills but also their behavioral attributes.

The software can even be programmed to highlight problem areas of your candidates as they are going through the process.

All of this helps you, and those in the selection process, to make better-informed decisions based on facts rather than emotions, which isn’t always reliable.

In addition, employee assessment software can support you in multi-level candidate selection where your hiring process involves multiple people assessing each candidate’s suitability.

3. Increase Automation To Increase Your Time

One of the major issues for hiring managers is that they don’t have enough time to manage the selection process. After all, hiring managers also need to manage their current staff and tasks. That is why a certain degree of automation is useful in the hiring process.

When posting a new job opening, you should use software that can help you publish that job opening in as many places as possible. Job boards and social media are two places where new jobs should be published, but after the first publication doesn’t need you to manually submit it every time.

When you do manually share your job openings across numerous platforms, your time is wasted. It could be put to better use.

Also, when candidates do apply, you need to find a way to assess and report back quickly on their suitability for a position. By using pre-written screening questions, you can quickly assess your applicant’s credentials and qualify them before you’ve even read their resume.

Another way to save time is by getting those candidates who might have been suitable for a previous role but just missed out to apply for a new position. Your recruitment software should be able to send out a new job position email to interested candidates and help you make direct contact with keyword searches.

The quicker you find a candidate and less time you spend doing it, the better for your business.

Conclusion

Finding a new hire for your business is a risk. Almost half of new hires will be a cost to their business and fail within the first 18 months. Only one in five will be selected correctly and achieve anything of worth in their organization.

To combat this, hiring managers need to adjust their practices and the tools in their hiring arsenal so they can make better recruitment decisions by selecting the right candidate at the beginning. A good tool will also help them to manage their reference checking and save time during the recruitment process so they can concentrate on what really matters.

How do you ensure your candidate selection is safe? What tools do you use?

Let us know in the comments below.

ExactHire provides hiring software for small- to medium-sized businesses. HireCentric ATS is a full-featured applicant tracking system that streamlines applicant management and recruiting efforts. Additionally, our onboarding software ensures that a new hire’s first few weeks are productive and enjoyable. To learn more about our solutions, contact us today.

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