Reducing Hiring Risks During Your Interview Process

by Ryan


Reducing Hiring Risks During Your Interview Process

It takes a lot of time and energy to hire someone. From realizing you need a new employee, to writing the job description, to posting and networking, to interviewing and reviewing candidates, to onboarding and initiating the eventual employee; it’s a major investment.

When the new employee comes to work and you realize that he or she is actually not the best fit, or worse, they just quit, all of the resources that you spent in hiring walks out the door. Even worse, you have to start all over. The cost of hiring the wrong employee only gets higher as you iterate through a faulty process.

But, it’s easier said than done.

Here is our list of the best ways to streamline and improve the process so you can reduce hiring risks during the interview process.

Use Your Team to Avoid Hiring the Wrong Person for the Job

Use a panel throughout the interview process. For example, if you are hiring a sales manager, get a member of the sales team and possibly the person who would be over the new sales manager and let them help you.

They should give input on the resumes that are submitted, the people who are interviewed, and have some say in who is hired. When you do this, you can get feedback from people who really know their team works and what they are looking for. You represent the company’s interests, while they represent the interests of the sales team.

Take Advantage of References and Other Background Information

Everything is on the internet these days. 20 years ago, a hiring manager would just call the numbers provided and ask a few questions. This was a reasonably reliable way to gather data on a candidate. Now, someone who really wants to trick you could buy a few burner cell phones and give you the phone numbers to all of them with some fake names and, with relative ease, fake the reference process.

Go on the LinkedIn, Github, Facebook, and Twitter and see if the people they use for references are real people. Try to contact them through other avenues, other than the ones provided by the candidate.

A $25 background check can reveal a lot as well. Bankruptcies, arrests, and aliases may appear that were not disclosed, offering you a major red flag and saving you a lot of time and money.

Also, check out the actual candidate on social media. There are some laws that protect candidates here, but if their accounts are set to public and you aren’t considering discriminatory information when viewing their profiles, you are safe. Discriminatory information would be race, ethnicity, gender, whether or not the candidate is pregnant, sexual orientation or religion.

The Right Interview Questions to Ask

Research interviewing styles that are a little different from the norm. What are the right interview questions to ask? Most people have a pat series of answers to typical interview questions. If you have a different style, you may uncover some unexpected attributes, sometimes good and sometimes bad.

However, this doesn’t mean you should completely deter from common practices. Google infamously used to ask brain teaser questions. “Why are manhole covers round?” “How many golf balls would it take to fill a school bus?” and other silly questions made candidates sweat in interviews. They thought this was a way to determine how bright or quick a candidate was. However, it never proved to have any correlation between finding the right employee and not, so they discontinued this practice.

Instead, think about giving the potential employee a skills test. Ask them questions that are relevant, but might be surprising. For example, if you are hiring a sales manager, “how would you sell a ketchup popsicle to a woman wearing white gloves?” This would make them think about their sales strategy and how to demonstrate their ability to sell in difficult circumstances. Simultaneously, it would give you a different perspective of them as a candidate.

High turnover at any company costs money, reduces performance and efficiency, and lowers morale and engagement. Maintaining effective hiring practices can boost retention, especially when dealing with Millennials, who are notorious for their professional wanderlust. Use these tips to hire for good.

Happy Hiring!

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