We all know what a mis-hire costs a company, now you just need to know how to avoid it.
According to a survey from Career Builder, the three main reasons that employees made bad hiring decisions is because:
- Immediate Need (43%)
- In general, people usually make mistakes when they rush through something. Waiting until the hour before leaving for vacation to pack typically results in forgetting something fairly important, however, once your eight hours into your trip on the road, it’s too late to turn back. It’s the same for recruiting. Organizations who rush to fill positions will pick the best from the pile just to make a hire and get someone in rather than taking the time to source and vet candidates.
- Insufficient talent intelligence (22%)
- Most HR managers do not have the time do due diligence on all candidates, recruiting is only a fraction of their job. Gathering talent intelligence and truly understanding candidate’s capabilities will help place a spotlight on A-level applicants. Having a partner that knows what to look to and where to look for it allows the hiring team to efficiently evaluate each candidate.
- Sourcing Techniques differ per positions (13%)
- Searching for a senior level position takes a different approach than an entry level position. Relying on a team that understands the complexities for each job category within each market is crucial in effectively finding the right talent.
Another finding from Career Builder is that more than 1 in 5 respondents said they lacked the skills to interview and hire people effectively. If that skill isn’t in your wheelhouse, connect with a search partner whose expertise is interviewing and hiring. These professionals understand the need to conduct a deep dive into the entire talent pool – passive and active talent – and they understand the value of gathering talent intelligence. This alleviates having to select the best of the worst, but rather truly finding the A-Level employee that will get the job done and be a great fit for your organization.
For additional information, please email Chris Hillman or call (815) 261-4403 x 100