Having employees who know how to do the job you need them to do is important, but finding a quality hire that will excel in their role often takes time. There are consequences to hiring in a hurry – both financially and in terms of your office environment. The problem is that often times hiring managers “I need bodies on the floor” mentality toward hiring, which very often results in a poor hire.
The Cost of a Rushed Hire
A bad hiring decision can cost a company thousands of dollars – recruiters estimate that a bad hire costs a company up to 2 ½ times that employee’s salary. That doesn’t even include the costs that are tough to quantify, like the effect on employee morale. A rushed hire also can have a greater cost in terms of time. While you may have spent less time hiring and training them, if the person isn’t a good fit then you end up spending more time fixing their mistakes and making up for lost productivity. In the long term, it makes more sense to take your time to find an amazing candidate.
How to Avoid Rushing the Hiring Process
There are a number of bad habits and false assumptions that cause hiring managers to hire poor employees. Here are some tips to help keep you from rushing into a poor hire:
- Don’t Fixate on their past experience. Don’t be quick to dismiss an applicant just because they don’t have prior experience in the position you are hiring for. If a candidate a great fit for your organization and has a fantastic work ethic, hire them and train them for the position. This make take more time up front but will mean less time spent later.
- Take the time to write a complete job description. A rushed job description may make it harder to find the perfect applicant, because it may not clearly convey the expectations and realities of the job.
- Make sure they understand the job description. When hiring managers are in a hurry, even if they find a great candidate, they need to take the time to ensure that the candidate is comfortable with the job. If they don’t like or can’t perform the duties required, you’ll lose that employee with the great personality and great fit into your company’s culture because they’re not happy.
- Take the time to train your new employee. Even if a candidate has the perfect personality and skill set, they still need an introduction to your company’s procedures and expectations. They’ll need to know how your employees work together and the rules of the workplace.
If you need help in the hiring process in order to avoid hiring a bad employee, you may want to engage the services of a company that specializes in employment processes, like ADAM Personnel. If you need a little persuasion, consider what their clients have to say.
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Social media is everywhere and everyone is using it, but necessarily for the same reasons. As a jobseeker, you’ve probably heard it: what you post on social media can hurt your job search. Hiring managers are turning to the Internet to research potential employees and many sources point to those profiles as offering up reasons not to hire candidates.
What Hiring Managers are Looking For:
- Your online portrayal. If they hire you, managers know that you’ll reflect on them, so the way you’re represented online is important. They’ll look for your own posts as well as images and posts that you’re tagged in.
- Professional qualifications. Although you’ve laid out your experience in your resume, employers look for recommendations, portfolios and credentials online. Public recommendations from those you’ve worked can be important.
Tips to Keep Your Social Media from Affecting Your Job Search
- Know where your information is available. Google yourself and see what others might find, in addition to the sites you remember signing up for and use frequently.
- Avoid posting provocative photographs. Sure, your vacation with your closest friends was fun, but if the partying got out of hand, avoid advertising that with images and social media posts. While you’re at it, you might want to limit the number of selfies you post. These things all go toward your online portrayal, which can reflect on your future employer later down the line.
- Say nothing about past employers and coworkers. Badmouthing those you’ve worked with or worked for is one of the best ways to lose a potential job. Your attitude toward them and how you display it is something hiring managers seriously consider when vetting candidates.
To get your job search started quickly, use the Internet to find open positions. Find databases of open positions, like the one maintained by ADAM Personnel and work through those to find your perfect position.
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A bad attitude, poor performance or a poor fit with the company’s culture – if employees show any of these attributes, it can be dangerous to keep them in your company. A bad employee hurts your company by slowing production or affecting the quality of your product. The worst kind of bad employee causes problems for the people they work with, their managers and sometimes even customers. If you’ve hired someone and have begun to see these attributes, it’s essential that you remove them from your company quickly.
Protect Your Company from Bad Seeds with These Steps
- Vet potential hires carefully. At the interview stage, let a non-supervisory employee spend time with your prospective hire and ask different questions than you’ve asked. These questions should be designed to show the candidate’s personality.
- When you see problems, bring them up quickly and be specific. In addition to having face-to-face meetings with less-than-ideal employees to discuss the problems, managers should put the issues in writing – specifically noting the problem and violations of company policies or standards, when it comes to dealing with customers. After the meeting, have employees sign a summary of the meeting and the suggested plan of action.
- If you plan to fire an employee, don’t drag it out. First of all, have the discussion early in the week. When you fire them, walk your former employee out of the office immediately following your conversation. Have them meet you after hours to clean out their desk.
The easiest way to protect against bad employees is not to hire them on at all. By this, we mean that companies should engage the services of a temp-to-hireagency, which allows you to bring in a new employee, see how they fit with your organization and then easily dismiss them if they do not work out. For information on how such an agency can help, contact the professionals at ADAM Personnel today.
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If you’ve ever gotten into the situation where your internal recruiting, social media and traditional advertising of an open position has failedthen you know it can be frustrating. This can be true especially after several months when you need a position filled.
When this happens, one of the best things you can do is change you approach to hiring. Instead of trying to find a person to fit a specific set of criteria, look for a great applicant who may not have all the necessary skills but who can be trained to perform to have them. This may sound like a lot more work, and in some ways it is, but when you consider all of the lost revenue that is a direct result of not having the position filled, taking this approach makes a lot of business sense.
Advantages to Training Employees for Specific Skills
- You’ll Know Your Employee is Properly Trained. When you take the time to teach an employee new skills and show them exactly how you want tasks completed, they are more likely to do the task the way you want it done. You’ll know that your employee knows the proper way to complete a task.
- You’ll Fill the Position More Quickly. If you’ve exhausted all of your advertising avenues, it’s likely that the position has been filled for longer than you’d like it to have been open. By abandoning the mindset that you’re looking for an employee with every required skill, you may find that someone you thought wasn’t qualified enough can be taught the necessary skills to perform those duties.
- Your New Employee May Feel Greater Loyalty. When employees know that they are valued and see that their employer is taking the time to train them, it helps build loyalty. People want to stay where they feel they and their work are valued, and training an employee to do a job that’s new to them can show that.
If you’ve tried everything and haven’t found a solidapplicant with the skills you need, reach out to agencies like ADAM Personnelfor help in finding the right candidate.
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The workplace has changed quite a bit over the past decade. With the advances in technology, communication is faster and easier, and this has led to shifts in the way people act toward one another. When it comes to applying for jobs, an applicant can have the perfect skill set and experience, but if their manners aren’t up to par, they could stand out from other applicants in the worst way. Here are a few pointers that can show your manners and set you apart.
Etiquette Tips to Employ in Your Job Search
- Take the Time to Write a Personalized Cover Letter. Perhaps one of the easiest ways to get applications out is to fire off electronic resumes. But, this isn’t the best idea. Taking the time to write a personalized cover letter gives the human resources department and recruiters an idea of your motivations and even your personality. A generic cover letter makes you look like a generic applicant.
- Be Punctual. Punctuality is extremely important in the job search. The people you’re interviewing with are busy and have many demands on their time. Respect that by being on time and not wasting theirs.
- Pay Attention. This should go without saying, but focus on your interview. Turn off electronic devices before you go into the interview so you’re not distracted by them. When your mind wanders, interviewers can tell.
- Send a Thank You Note. Email has made communication more immediate, but nothing beats a handwritten note, because it tells the recipient that you’ve taken the time to put thought into your actions and want to show your appreciation for their consideration.
If you’re looking for a job and need guidance on how to conduct your search, don’t hesitate to reach out to the experts atADAM Personnel.
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