Beware of These Hiring Practices

Best Practices, Hiring

Originally posted February 14, 2014 on Peoplefluent.com.

Hiring Practices That Will Haunt You

Performance ReviewWe all know the cost of a bad hire and we’ve all probably been down that road. They may have fibbed or misrepresented themselves, but at the end of the day that bad hire is someone’s fault, and it can cost the company dearly. Whether you are giving the bad hire the axe, or they’re sticking around in limbo, it started out with hiring practices that will haunt you.

If jerks roam around your office place, it can damage morale, engagement and ultimately productivity. When employees dread going into work because of the person or people that are lurking about, someone has done a poor job of ensuring cultural fit and the integrity of the workplace.

Stay Out of Solitary Confinement

Yes, it is your job as the recruiter or hiring manager to find the right person for the right job, but don’t create your own lonely silo. Finding the right match can and should be a team effort. When interviewing candidates, invite a cross section of the company to be a part of it, or at least meet with the candidate before any final decisions or offers are made. By cross section, we mean not only people they will work directly with, but also members from other related departments.

Hear Their Cries

The common practice of excluding future subordinates of the candidate from the hiring process is an outdated one that needs to be changed. Who better to gauge cultural fit than the people for whom the candidate will be working?

When managers work well together and employees work well together, that’s fabulous, but there is a disconnect here. These people all have to work together! Show your workforce that you value their opinion and empower them by making them a part of these decisions. They might just have a valid perspective that management can’t see.
Watch Them…They Don’t Disappear
The interview isn’t your only chance to learn about each candidate. They don’t just appear in your office and then disappear once it’s over. Candidates leave a trail of clues about themselves throughout the process. Take note of the quick interactions in setting up the interview, or how they interact with others who may not be part of the hiring decision making process.
You can build a profile of the candidate based on every interaction, not just the interview. Candidates act differently when they’re in the hot seat than  outside of the interview. The entire process is a learning experience. Read more…

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