In a perfect world, your company would never take a bad attitude. Unfortunately, that’s not the reality – bad hires are being made all the time, regardless of the type or size of the business.
The problem is that bad settings are also expensive. The U.S. Department of Labor appreciates that Bad rent can cost your business 30% their result in the first year.
While you’re unlikely to make 10 out of 10 great settings, the best thing to do is to try to limit the number of incorrect settings you make. This means learning how to identify a good employee.
Here are six tips to help you find the right employee for your company.
1. Personality issues
No personality type is inherently wrong, but that doesn’t mean every personality is right for your business.
Certain positions and companies require certain personality types. A common problem many hiring managers encounter is that candidates can be a kind of chameleon during an interview – by tweaking their personalities to make them seem more favorable.
By Assessment of personality before employmentHowever, you can get a better idea of a candidate’s true personality and see if they have the kind of personality that is required for both the open position and your company in general.
2. Look for a sense of commitment
The reality is that an exceptional employee who leaves your company prematurely can also be viewed as a bad hire. One of the best ways to reduce employee turnover is to see if the candidate values the commitment.
While it is impossible to know whether or not an employee will be with your company for a long period of time, you can see a candidate’s desire to be with the right company for the long term.
There is a marked difference between a candidate who is simply looking for work and a candidate who is looking for a long-term company. As a hiring manager, there are several ways to differentiate between the two.
Look at the applicant’s employment history. Do they jump from job to job every year or so? Are you currently busy? You can also learn a lot about a candidate’s intentions from the types of questions they ask during interviews.
3. Think about the potential
When hiring, companies often focus on qualifications, certifications and skills. These are all important factors to consider – and in many cases they can be critical to the position – but also consider the candidate’s growth potential.
Especially if you’ve already identified a candidate as a long-term option, there are scenarios where it can be beneficial to hire talent rather than experience.
Hiring solely on the basis of skills often results in an employee being paid a premium that may not even fit an ideal culture in your organization.
4. Adjust the skill set to the position
Employers often hire candidates with industry-relevant skills that are not required for the position itself.
If a candidate has industry experience but does not have the basic skills for the position, you may spend as much time training that employee as you would with an employee who lacks industry experience.
By hiring someone with the skills required for the position, you can save your company a great deal of time and money that would otherwise be spent on training.
5. Emphasize communication
The best people communicate well and often. A study shows that Oral communication skill is paramount to executives and HR managers.
However, communication goes beyond simply speaking to other managers and other employees. It includes the ability to listen and understand information, and to write clearly and effectively.
The nice thing about communication is that it’s easy to spot. After just a few interactions with a candidate, you should already have a strong inclination as to whether or not they are a good communicator.
6. Culture adaptation is important
Cultural fit is often overlooked but it is one of the most important factors in setting the right attitude. Finding that it fits in well with your company culture can help strengthen your brand and maintain synergies among team members.
Bringing a new hire into the right culture can help you get them involved more, and this can ultimately help you keep them. 47% of active job seekers consider corporate culture as the main reason for looking for new job opportunities.
Of course, there are certain traits that are incompatible with most organizations – poor attitude, lack of integrity, and laziness, to name a few.
But specifically, look at your company’s core values and determine if a particular candidate matches the attributes an ideal employee should have for your company.