Ever hired someone and after only a short time realised that you’ve probably made one of the worst decisions of your life. You ask yourself “How the heck did this happen? They looked so right! But they were oh, so wrong!”
Within the last week I have met with two small business owners who have gone through misery (one is still going through it) because they got the hiring process wrong and their sales recruits turned out to be duds. In both cases it has cost tens of thousands of dollars, and will continue to cost them $$ in lost opportunities until it’s fixed. Not including the distraction it has caused them as owners and their business’ reputation in the market.
Have you got best practice recruitment processes in place (this includes ‘on-boarding’)?
- Are your own recruitment skills appropriate for the role you are recruiting for? e.g. you are an engineer recruiting a sales person. Do you know how to assess for ‘what looks right but is wrong’ for sales? If you haven’t got the skills – don’t do it!
- How much due diligence do you undertake during the recruitment process? Do you know how to go about it?
- What is your reference check process – is it robust? What does ‘robust’ actually look like?
- What information checking do you do? Checking the quality of information.
- How many interviews do you undertake for each candidate and how many stake holders get involved in the process? Are they the right stake holders?
- Do you seek professional advice? Do you know where to seek it?
- Do you use any testing methods to check your ‘gut feel’? If so, what is your methodology and is it appropriate?
Seeking advice from a reputable specialist recruitment consultant could be your next step.
In my next blog I’ll talk about how you go about choosing a recruitment consultant that meets your needs and adds value.
Best Advice = Best Results
Craig McAlpine: firstname.lastname@example.org