During the hiring process, the cost of a relatively small mistake is never actually small. Overlooking a red flag or failing to notice a detail that indicates an exceptional candidate can mean losing your new hire and restarting the entire process just a few months down the road. And hiring is one of the most expensive aspects of running and managing a business, especially a small, growing business with narrow margins.
Don’t bring on the wrong candidate only to find yourself with an empty seat to fill, once again, after the mismatch comes to a head. To avoid that possibility, make a few key tweaks and changes to your process so your company stays on track to success, even in the event of a human error.
Consider the numbers game.
Cast a wide net to attract the largest possible number of (qualifying) resumes. Non-qualifying resumes don’t count; a large pile means nothing if 90 percent of those candidates can’t perform or wouldn’t accept the job you have on offer. Once you’ve had a large pool of meaningful contenders, schedule as many interviews as you can afford, both in terms of money and time.
Max out the time available.
Before you even need to staff a given position, think ahead and determine how much time you have to hire a replacement if the current occupant leaves two weeks from today. If you absolutely need a new body in the role within 14 days, make note of it. If your company can survive for three months without losing critical productivity or overloading other team members and driving them away, make a note of that too. Then take full advantage of the time you have to work with. Evaluate resumes slowly and carefully and adopt an interview structure that provides volumes of useful information about each interviewee.
Get help and support.
A professional staffing company can take much of the guesswork – and therefore the risk—out of your candidate search. If you hand that risk off to the staffing firm, you can rest easy knowing that if your candidate isn’t a perfect match, you have a range of various fallback options to either adjust the partnership, or say goodbye to the candidate and hello to someone else.
But ideally, neither will be necessary because your staffing partner helped you attract, interview, and sign on an enthusiastic team member with all the skills necessary for success in the role. To learn more about how the process works, contact our hiring experts at PSU.