If you find that you are repeatedly bringing on workers who don't meet your company's expectations, it may be time to change your hiring strategy. A good hire can lead to successful operations, while one wrong choice can lead to wasted time, energy and resources.
The best way to avoid this is to take a step back and look at how you're currently finding the right talent, and become more disciplined in your screening tactics, the Denver Business Journal reports.
According to the news source, at its most basic, this means knowing when a candidate is not a good fit. It's important that hiring managers avoid the trap in which they get answers they know could be problematic down the road, but are so eager to fill the open position, they justify the red flag to keep the candidate as a potential hire.
For example, let's say a candidate admits to never having managed people. If the potential employee looks great in every other area, it may be easy to say the "candidate sounds like a natural." But this could be costly when the new hire can't ensure all 15 direct reports perform at their highest level.
Asking the right questions
By doing so, you'll find that holding out for the best candidate is worth it in the end. But in addition to not shrugging off red flags, you can also change the questions you ask and format the interview to try to better get to know your candidate. Working with a staffing company can help pinpoint the best questions you should be asking, and you should be trying to gauge the candidate's ability to fit into your corporate culture.
According to the Houston Chronicle, one of the best ways to begin an interview is to ask the candidate to give you a brief history of all professional experience, and what possibilities could arise because of the new job. This gives you a great place to jump off from, and you can ask questions about any of the previous jobs, such as what made the candidate standout, or what contributions were made to the company. In the end, you want to set the individual up to perform well.
"Your responsibility as the interviewer is to give the candidate every opportunity to be successful," corporate and sales trainer Shari Harley notes. "As a result, if a candidate is having difficulty answering a question, ask it in three different ways in order to determine if the candidate can't or won't answer the question."
Self-awareness and flexibility
The news source noted that two of the most important traits in a good hire will be whether they are self-aware of both their faults and strengths, and how willing they are to accept feedback. A self-aware employee is much more likely to accept feedback and learn from it, ultimately becoming a better member of the organization all the while.
To identify candidates who have these desirable traits, be sure to ask about a specific time the potential employee received both positive and negative feedback, and how they responded.
Ultimately, the questions you ask will heavily depend on the type of position you're looking to fill, but by following these basic steps, you'll be able to maximize the effectiveness of the interview and boost your chances of hiring the right candidate.