Hiring the right employee is a time-consuming process from the manager's side. Sometimes, the problem is that there simply isn't a qualified candidate that suits the needs of the role, so the wrong person is brought into the role - oftentimes, a costly mistake.
Instead, hiring the driven worker, while difficult, can make all the difference. Instead of seeing hiring as a revolving process where whoever seems like they can fit the job gets the job, adding key indicators of what and what not to expect can have added impact in the long run, according to the Rochester Democrat and Chronicle. Using that information to inform the process of choosing one particular hire, waiting for the candidate who fulfills all of the intended qualifiers can bring employee production from "just fine" to "excellent."
Make sure they aren't just good on paper
While skilled employees definitely need to be considered, making sure a prospective hire has the right attitude and work ethic for the company can't be overlooked. You should be able to tell who does and doesn't fit in interviews - do they seem enthusiastic to work for the company? One way to improve the chances that your hires are the right ones would be through contacting a staffing agency for a specific position, as these partners will likely have plenty of applicants excited and ready to get going in the field.
If you have unfortunately made the wrong decision in the hiring process, your employee will likely know it just as much as you will. Don't hold it against them, however. Frequently catching up with them through performance reviews and meetings can shine a light onto their true opinions on the job. If they aren't happy, you won't be either, but if you can both agree to move on colloquially, your process will be all the better. Mistakes are made all the time - but they can easily be learned from. The wrong hire can become an educational experience about what to improve in your searching and hiring processes instead of an aggravating error.
Jumping to conclusions can hide best hires
That being said, sometimes the typical hiring practices are far from the best. If your job applicants are young enough that their GPAs and school-based merits are heavily taken into consideration in the process, don't immediately select the person with the highest test scores and grades. Correspondence bias, a psychological concept where people are judged on their base behavior without additional, more illuminating information taken into context (such as grade inflation or less strict schooling requirements), can hide the best applicants from your hiring search, according to Quartz.
In a recent study, when both school administrators and hiring managers were told to examine a selected pool of potential admissions and hires, the leaders were more likely to select students with higher merits without considering the larger picture behind them. Whether a hiring manager is taking into account sales figures or schooling measures, looking beyond the pale into the background information is vital to ensure the best hire. More difficult situations, such as harder-to-sell products or stricter grading measures, may mask the best applicants, while inflated grades may in turn push luckier candidates lacking real-world skills to the top.
Instead, authorities should apply more in-depth consideration of their applicants through measures such as tests, making sure their abilities are as strong as advertised. A half-day of sales tests, writing samples or other job-related skills examinations can truly help determine the qualified hopefuls from the pretenders, as a result better informing your overall hiring process and landing a better workforce.