101: Smart hiring
A bad hire sets off a chain of events that costs your organization in several ways.
Time spent managing poorly performing employees is a drain on managers, eating away at your organization’s competitiveness, slowing the time to market of products and services. All ultimately eat away at productivity and morale of those picking up the slack. And we haven’t even touched on possible disruption to incomplete projects, litigation, lost customers, a weakened brand, or renewed job search costs yet.
Here are some helpful hiring hints to avoid this problem.
Don’t overlook candidates as overqualified. HRAvailable.com’s Elena Zaterka reminds recruiters employees with advanced skillsets are more likely to save companies money on training. It should not be assumed they will get bored or leave the organization in short order. ”Potential exists for this employee to be promoted more quickly to higher level positions,” she writes. “This is especially true when hiring for a large company.”
Other companies offering better benefits? Get creative, says Atlanta’s Angelle Consulting CEO Clare Angelle. “I knew I couldn't compete on salary and benefits such as health insurance, 401(k), and swanky office space,” she said. But she offered a clear path for promotions, flexible work, and four weeks’ vacation time. “Research shows that employees with unlimited vacation take an average of 13 days off per year - less than the national average - for lack of clear boundaries,” Angelle tells Inc.com.
Focus on hiring even when you don’t have a job to fill. Always be sourcing qualified applicants and scouring the market for talent, says Arte Nathan at SHRM.org. Fill your talent pipeline constantly, focusing on the benefits of the organization rather than any particular role. Employees, who are already familiar with the workplace culture, can help – either by applying to fill positions when they come up themselves, or by referring someone who might be suitable.
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