According to a Forbes magazine’s publication of a Mark Murphy interview, research performed by his company, Leadership IQ, 20,000 new hires were tracked and they found that, 46% resulted in a separation within 18 months. Of the 9,200 that did not make it, 89% of those were found to be due to attitude (danschawbel/2012/01/23/).This means that over 8,000 people were, potentially hired incorrectly. As the hiring manager is it imperative that you hire the right people for the right positions. You have a major responsibility to create an environment of success for the company and the newly hired. It is imperative to take necessary steps to hire the right person to begin with. Ensure you are selecting the best fit for your organization. In order to do this, you must go to the beginning and create a new Step 1 in your interviewing process.
This is the first, and most important, part of the interview process. This needs to be done before reviewing applications or resumes and needs to be used when developing the job posting. You need to have a clear picture of what you want, to ensure you make the right decision.
Make sure to ask yourself the following questions:
- 1. What skill sets am I looking for?
- 2. What is the culture of my current team?
- 3. Am I adding to the existing culture or looking for someone to fit with the planned change?
- 4. Am I looking for an immediate fit (short-term goal)?
- 5. Alternatively, do I have a need for someone with more growth potential (long-term goal)?
- 6. What can I do to put the applicant at ease during the interview to ensure I am getting the real person?
- 7. Do I have set questions designed specifically for this position that addresses the above items?
Once you have the answers for these questions, you will have a clearer picture of the person you want to put in this position and what your expectations are for them. In doing so, you will ensure that you are selecting the best candidate for the position. Success will result in a reduction in your new hire turnover, strengthen your team and better manage your costs.
Some common repercussions:
- · Financial – Review of applications or resumes, time in interviews, background checks, training costs, decreased productivity by the trainers are all significant investments that need a return
- · Reputation – In your industry and your community, a high turnover rate is a black eye to others. It can give a perception of bad management.
- · Safety – New personnel are not very familiar with equipment and layout. Partner that ignorance with an negative attitude and you are sitting on a potential problem
- · Drop in morale – Few know the dynamics of the workforce better than the workforce itself does. Hiring people that do not fit and develop a negative attitude will have an effect on the team.
Know the expectations of the person you want to hire before you even start the interview process. Make it a priority to ensure that you are making the selections that best fit your short and long-term goals for the success of you, your team and the effect this will have on the company.