Based on studies, the over-all cost for an inappropriate hire for a business is at least twice the cost of the employee’s salary. This cost includes terminal pay, costs for recruitment like advertising and salaries, administrative costs. It also includes lost man hours and upon hiring, the new employee is at most sixty percent productive for the first three months as they learn the system. Thus, hiring decisions have costs or benefits down the line. Hiring should be welcoming an employee and not a stressful or challenging activity. By preparing adequately, one would be able to weed out the undesirable from the productive from the get go. Here are some ways to determine the right person right at the interview.
1) Preparation. Review the function of the position as well as the qualifications one sees as for the role. Better yet, list down what are the personal and professional abilities a prospective applicant should have and what other intangibles would certainly make one a high performing employee. This is called the selection criteria which would be the measuring stick to check against the prospects for employment.
2) Set time. Make a proper schedule so one won’t have to rush the interview. Setting aside time slots would help ease this issue.
3) Sell the plot. Explain why the job opportunity is best for the employee. Since there is a dearth of prospects, selling the plot would make the prospective employee buy into one’s business and vision.
4) Listen. Listen to the candidate when they respond to one’s probing inquiries. Also, non verbal language would clearly indicate the intent of the speaker, even if they would be saying something differently. Observing them would make one get a better gauge of the employee’s personality.
5) Get the best. This is a stressful situation for a prospective employee and thus some are unable to step up and meet the challenge. So it is best the candidate is put at ease so the best answers can be obtained from them.
6) Take down notes. Many interviewees would be giving lots of information and it would be easy for one to confuse one with some other. It is best to take down notes so that one can compare responses, after duly informing the candidate that one would be taking down notes.
7) Legal questions only. There are many anti-discrimination laws in force today, so be very careful what is asked during the interview. Sexual preference, religious beliefs, disabilities are but some no-no questions during an interview. Stick to the qualifications of the employee and not some other secondary information.
Be truthful. Be honest about the job requirement, including its negative attributes. If one gives a very approximate job description, then one would be able to get the best responses from the candidate.
9) Apprise process. If one is going to undertake a background check, do inform the candidate of such a check and thus it may take some time. Also, provide a timetable as to the closure of the process and how they will be informed of the decision to be made.
10) Do not delay. The best ones have shelf lives because others may want them on their team. Make a timetable that would be observed in order that one can land the right candidate for the position and not be scooped by a competitor.
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