Hiring Effective Employees

by Lauren Schneidewind on March 1, 2016

Have you ever stopped to consider how much money goes into finding, hiring, and training an employee? The entire process is more expensive than we realize, which means hiring the wrong individual is, in fact, a costly mistake.

Several years ago, Forbes contributor David K. Williams said 41 percent of the 2,700 employers surveyed estimated a bad hire cost them $25,000. An additional 25 percent said their bad hire cost them $50,000. Both parties also admitted the repercussions of their hire reached beyond the financial books to affect employee morale.

Here are three ways to ensure you gain an effective employee the first time around.

  1. Know what you are looking for in an employee (both in experience and personality) before beginning the interview process.

Employers across the board realize the necessity for a job description, but you might be surprised at the lack of additional forethought given to the hiring process. Aside from the job description, employers need to consider what skill, experience, and personality will work best with the established team. An employer is better able to spot the necessary attributes in an applicant if he or she considers them beforehand.

  1. Pay attention to the soft skills.

Chances are, employers will have to choose between several qualified applicants who look like a good fit for the company on paper. This is when the individual’s soft skills should be considered. Soft skills include, but are not limited to, team-oriented, self-motivated, confident, positive, patient, presentation, communication skills, and conflict resolution.

Employers should be able to determine some of an applicant’s soft skills (i.e. presentation, positivity, confidence, and communication skills) during a traditional interview. However, others may be determined with creative questions or role-playing and/or by calling the applicant’s references. Soft skills are integral for engaging with the team as a whole and helping the business achieve a good reputation with the public.

  1. Wait for the counter interview.

Give the applicant an opportunity at the end of the interview to ask questions. Depending on the questions, an employer may be able to determine the applicant’s motivation for seeking the job, their opinion of the company, and the type of mindset they will bring to the position. And honestly, it may help the applicant decide whether or not they want to continue pursuing the job.

Finally, it is important to know a bad hire may not have to end in termination. Instead of firing a struggling or underperforming employee, see how you can help the individual grow and adapt to the role. Why was the employee initially hired? Capitalize on their strengths and foster growth in their weaknesses before affecting team morale with a dismissal.

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