Hiring the right candidate the first time


Finding the ideal candidate the first time around saves both time and money for you and your job applicant, however finding this perfect addition to your team is more easily said than done. Still, there are a few ways to ensure that the person sitting in the interview seat is the exact candidate for the job, and that you won't be left wishing you'd made a different decision. 

The publication Business and Legal Resources recently highlighted the findings of a survey that found in 2012, one out of every eight hires did not work out, and about half of employees surveyed said they wished they had taken a different position at another company. 

"There is a great paradox in that both unemployment and the number of open positions hover at uncomfortably high levels – and simultaneously, organizations and candidates are shaky about the decisions they made in staffing and accepting roles…," said one senior vice president at a talent management firm.

The research suggested that there are indeed ways to prevent these mismatches from occurring, and they may not be as difficult many believe. 

Due Diligence
One of the best ways to ensure your candidate is the right one for the job is to go beyond a few reports written by hiring managers. The survey found that about one-third of human resource professionals said the biggest cause for mistakes when hiring was relying too heavily on evaluations drafted by hiring managers. Another 21 percent stated that hiring mistakes were made when candidates inflated their skills beyond reason. 

"An unpleasant surprise after a candidate becomes an employee is that the new hire just is not cut out for the job. The shame of it all is that information about candidates goes undiscovered in the selection process," the expert added. "Hiring managers need to go farther below the surface to really get to the truth about an employee's fit for the job."

This may also include taking a second look at your training program for interviewers. Only about 30 percent of respondents stated that they are content with their current interviewer training program, while about two-thirds of respondents stated that the way they form interview procedures are "based on an identified set of competencies for the role they're hiring."

According to the news source, it's also imperative to look beyond the short-term. Making a hasty decision to bring on a worker can result in choosing someone either under- or over-qualified for the position. Often, companies turn to temporary staffing agencies to save costs and ensure every new worker is the right fit for the job.