Publication Date: January 7, 2016
Many employers and HR professionals work long hours and wear many hats, so when it comes to the hiring process and bringing a new employee on board, some may hire the first promising applicant that has a great resume or interviews well.
An applicant may have the desired position requirements on their resume, and may seem like the perfect fit in an interview, but their skills may not match up with their alleged resume work history and accomplishments.
The cost of a bad hire is exponential these days. According to a study by the Society for Human Resources Management (SHRM), it could cost up to five times a bad hire’s annual salary.
According to a Huffington Post article, here are the five steps to take before you hire a new employee:
- Start with clear, specific job requirements.
- Create the Candidate Profile.
- Develop an Interview Plan.
- Practice “defensive hiring.”
- Evaluate all candidates using the same criteria.
Practice “defensive hiring” includes using employment applications instead of only using the information provided on the applicant’s resume, and preparing interview questions that require applicants to give examples of past performance and behaviors. This can be completed by conducting employment background checks and reference interviews which dig deep into an applicant’s work history, past performance and skill level. For more information on reference interviews, click here.
For more details on the five steps, read the full article on Huffington Post.com.