How do you avoid hiring the wrong people in your company?

GO WITH YOUR GUT FEEL! Every hiring decision you make comes with risk. If you are in the hiring position, it normally comes down to the following criteria – is the person fit for the role they are interviewing for? In turn, is the person Qualified, Experienced, able to do the job? Secondly (most importantly), Can I work with the person interviewing for the role. Do they exhibit the enthusiasm, drive, insight, leadership attributes that would allow for the right cultural fit for the business?There have been lots of articles released regarding talent match and/or talent mismatch within organizations. Every hire has the potential to be the “right fit” employee, it comes down to managing of expectations – both for the employee and employer.

1. Hire on the basis of one's attitude.
2. Have 2-3 interviews to see consistency.
3. If there's a particular brand culture you have, see if the candidate is the right fit before hiring them.

Hiring the right people is important for every organization, especially if you’re a small business or startup with fewer employees.

Hiring the wrong person costs both time and money. Depending on the position, it could set your company back at least $25,000, and the repercussions don’t stop there.

A wrong person on board can affect things like employee morale and productivity. It can take away time from your management team and potentially affect your client or customer service.

While you can’t completely stop the wrong applicants from slipping through, you can take steps toward preventing bad hires. Here are four ways to avoid hiring the wrong people.

1. Offer marketing resources to job seekersMost job seekers do a good amount of research online before they hit apply. This includes visiting an employer’s career site, looking through social media accounts or watching recruitment videos. As an employer, you can use job seekers’ research as an opportunity to filter out people who don’t align.First, make sure you’re offering resources that can easily be found on the web. Investing in a career site is a great place to start. If you already have one, make sure you’re sending a clear message of what it’s like to work at your organization. Doing so will help candidates more easily decipher whether your opportunity is right for them.
2. Rely on photos and videos to tell your storyJob seekers—and people in general—want information quickly and efficiently. That means a web site with pages and pages of text isn’t great for communicating your opportunities. Candidates can easily skim over the important details.Instead, rely on visual content like photographs or videos. These pieces are usually more engaging to job seekers. They stand out on a web page and can effectively showcase the ethos of your company. They highlight the types of individuals you hire, and how the prospective role contributes to the bigger picture.
3. Provide clear job descriptionsThis tip may seem like an obvious suggestion, but it’s surprising how often employers pass over this one. A well crafted job description is an opportunity to sell your job to the right candidate.Take time to review your job descriptions before you post them online. Are they filled with jargon or down-to-earth language? Is the information long-winded or succinct and to the point? Determining the answers to these questions can make the difference between a lousy ad and an effective one.
4. Proactively collect candidatesInstead of solely relying on job seekers to find you, go out and find them! Proactive recruitment is a critical step toward avoiding the wrong hire.Start by identifying where your ideal candidates spend their time. Whether that means an online group, professional association or conference, make sure you spend some time there, too. When you meet someone you’d like to work with someday, save their information in your back pocket (we like to call it a talent community). Then when a position opens up for them, you can quickly reach out with the details.

Avoid making a bad hiring decision by implementing these tips into your daily tasks. Whether you offer great resources online, use visual content, provide clear job descriptions or proactively collect great candidates, you can start taking the right steps toward more effective recruiting.

There are several steps to make a successful hiring. The following steps are quoted as outline and to be supplemented by other means as necessary

1.     Draw up the Job description clearly with required output. Then, sketch the profile the candidate (Job specifications i.e. Educational attainment, experience and skills)

2.     Initial screening: Initial screening to be done based on Job specifications.

3.     Confirm the genuineness of educational certificates and mark sheet (statement of record), even though checking directly with the University.

4.     Check the quality of experience through submitted experience certificates.

5.     Conduct a written test to gauge the depth, breadth of acquired knowledge, experience and skill.

6.     A competency based interview to check the quality of experience, behavioral tract, and attitude

7.     Finally, check with referees from the reference list and also from another senior person of the company where the candidate worked previously. 

Hiring is very important process and it may long a bit long but nevertheless, sincere effort should be made to make hiring a success

you require experience, and skills, and most of all, people kinda judge based on 30min based session that really has no idea the skills and the experience of one person, which is why 3 month trail is good, however you gotta learn that skills are not simply displayed, some may apply got tons of other skills would improve the company, while the one you hire has specific skills you require for job description.

In order to get the best candidate, you must have done your Job first.

What I mean is, "Time is Money". Your time and the candidate's time are worthy. In order to save Time and Money, you as a manager, have to be prepared and well informed:

1- Job Description: you have to identify the exact Job description so that any candidate before he applies knows if he can fulfill the required Position.

2- You must know very well the Work Environment. With whom the candidate has to work? With you or with other coworkers? How is the coworker's behavior? Will they accept the candidate as a job partner? This is very important in order not to affect work productivity.

3- During the interview, you must take into consideration that the person sitting in front of you must fulfil the job requirement and not your fantasy expectations. 

4- During the interview, ask short questions and let him/her do the talking. Read below the lines and try to study his/her face expressions and gather the information to put them on a raw.

5- If the candidate got out of the road, give him only 2 minutes time before you interrupt him. This minutes could be enough to help you understand his background and his work strength.

6- Do not give more than 20-30 min time for an interview.

7- Give a 3 month probation time.

Since you have to judge someone and give your opinion after only a 20 min interview, make sure to write some notes on his application in order that you can compare later with other candidates.

These are some aspects that can help you taking your decision.

I see so many excellent answers and I don't think I can add more value addition to the current answers. Thanks.

1 month or 3 month probation depending on seniority of role.

I agree with the rest answers

That doesn't just apply to startups. When I am hiring, the first place I am going to start is my network. The ideal scenario is hire the people you know and have worked with directly. The next best thing is referrals from those people. People who know you, know your style, know your culture, and know who will thrive in that setting.

Thanks

Fully agree with Mr. Fazlur and Mrs. Sidrah answers