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In order to avoid hiring the wrong people go for background searching of the candidate,look for gaps if any in the candidates experience of work.
Hiring wrong people will be a highly cost due to unproductive for the organization. For example, Managerial positions need at least10 years experience. However, you hired06 years experience that would not match to others those are more than10 years experience as well as it will create a problem on culture of the organization. For avoiding wrong recritment:
1. Assess education, knowledge, skil and experience.
2. Face to face interview.
3. Assess fit for the job as well as organization.
4. Reference check.
5. Behavior check.
You would never know. Just trial period can show more of people.
Do your homework before conducting interviews. Make sure that you know the JD of theperson to be hired. Then ask application or practical based questions.
Here is what we learned about hiring the wrong person and a few takeaways for entrepreneurs:
1. Avoid hiring full-time employees outright. This is especially important for the first set of new hires that are outside of your immediate circle of professionals that you have not previously worked with.
Today, it is typical for companies to start individuals on a trial period. Thirty to90 day trials are fairly common before making a final decision on their employment. The period provides you with an opportunity to gauge passion for a job and overall group fit. Some people may come across as well polished and can feign interest during an interview. That is a lot harder over a multi-week trial period.
2. Be patient. This is probably the thing I, and most entrepreneurs, struggle with most. We are all dreamers with big visions and those ambitions cause us to set lofty goals. In our hearts, we know the goals are achievable but sometimes they require just a little more help than we anticipated.
When we made our third hire, we were feeling a little overwhelmed and we let that influence our decision-making process. Instead of looking to find the right person for our company – shared the same mission, values and capabilities -- we found ourselves looking for a person that we believed was strictly capable of doing the work.
Related: The Hardest Jobs for Entrepreneurs to Fill Are Also the Most Important
3. Implement a100 percent rule for your first10 hires. Until our team grows to more than10 people, every one in the organization must approve every one who is interested in joining our team for a full-time position -- regardless of their role. This will not only ensure that everyone is involved in the decision making process, it will also increase everyone’s commitment to the new team members success within our organization. Onboarding an employee when you are busy is never easy, and it only becomes more challenging if not everyone is bought into their success.
We are in process of re-hiring for the position that is now vacant on our team and have been very transparent about our previous experience through our interview with potential candidates. We are yet to run across someone that has been resistive to our new screening method.
These tips or suggestions are not likely to completely eliminate whether you will have to fire someone again, but hopefully, they will increase your odds of making the right decision on your next big hire.
Employment depends on the administration in charge of hiring people
I think willing ness to work is more important here. Everyco has a policy of making emplyoees permanent only after a period of6-8 months when they would have to proove themselves.
6 to8 months is a long enough period to judge wheter a candidate would be suitable for the job role.
For example if a sales rep meets his target for6months he is a good slaes man and an asset for the co.
If a customer service rep can bring meet the customer delight target for6 months he is more than justifying his salary.
Hence give a level playing field and a timeperiod to perform , most of the new joinees who do not have a WILL ISSUE will perform. This is good for both the recruiters and the new hires.
Either its startup or end, we do have selection criteria and during the interview we do asses the candidate personality and behavior and chances are bright that we won’t conclude the wrong decision. Well, the main reason for wrong or mis-fit hiring is due to pressure from concern head for immediate hiring, not using the assessment tools for selecting the candidate are few events which helps us to do wrong hiring. On personal note, I suggest all recruiters and HR students to not hire any candidate based on emotion. It will cost you in any case.
