Some hiring managers and recruiters call it buyer’s remorse. After a brilliant interview, you hire a candidate that you believe is the perfect fit for the job. A few weeks later, you’re wondering what happened to the person you originally interviewed.
Their resume is loaded with skills and experience, and they talk the talk, but will they fit the talent profile that you’re seeking to fill? What if the candidate is independent and entrepreneurial and you need a collaborative, team player? How do you know if they’re embellishing their experience, or just looking to collect a paycheck until they can find another job?
Studies by American Management Association show that "the cost of turnover for a single employee can range between 25 percent and 250 percent of annual salary, depending on their level." Employee morale will also take a beating when a bad hire is thrown into the mix.
So how do you determine and find the right fit? The answer is different for every company and is reflective of the organization's culture and core values. Crafting the interview process to ensure you gather the right information is the key to selecting the best talent for your organization. There are no guarantees, but careful planning can ensure better hires, increase retention and create a happier working environment for all employees.
Please join @weknownext at 3 p.m. ET on Jan. 23 for #Nextchat with special guest Craig Fisher (@Fishdogs). We’ll chat about the steps recruiters and hiring managers can take to find the right fit for their organizations – every time.
Q1. As a recruiter/hiring manager, what are the first clues that you hired the wrong person? #nextchat
Q2. Is it possible to determine a candidate’s true intentions in wanting a job? (Paycheck or Passion?)
Q3. What interview techniques can determine if a candidate is a good fit for your organization’s culture?
Q4. Are assessment tests useful in finding the right fit?
Q5. Are multiple or group interviews with various members of the team a good idea? Why?
Q6. Is it ever a good idea to put multiple applicants together for group interviews? Why and when?
Q7. How can reference checking be used to determine if a candidate is the right fit?