Hiring the wrong person for a job can be an expensive mistake. When an employer hire’s the wrong person he/she wastes time and money on resources to training and equipping an employee with the information and tools they need to carry out the job. Some other costs to the organization are loss of trust from other employees and customers. It is important to find the right person for the job because hiring the wrong person can harm a brand and ruin its reputation.

Hiring the right person for the job can be difficult if the employer doesn’t know how to choose the right applicant. There are a few ways an employer can make sure the right person is hired for the job.
Conduct a phone screening before a face-to-face interview. In a phone screening the interviewer should ask questions about general qualifications, educational degrees, and employment experience. If the applicant meets the requirements then the employer can move that applicant to the face-to-face interview process. Conducting a phone screening is an inexpensive way to screen out applicants who are unqualified, before wasting time and energy on a face-to-face interview.
A personality screening tool is very effective for hiring the best candidate for a job. A computer questionnaire program may help an employer determine the personalities of the many people who are interviewed for a particular job. Applicants usually give off false impressions that are hard to detect when in interviews, which is why a personality screening tool is a great tool to have. The tool will see through an applicant’s fake impression when the employer is unable to see through it. The computer questionnaire is usually used as a requirement when filling out the job application online. A personality screening test can be used on a written application as well.

The interviewer should focus on giving the candidates behavioral based interviews. The interviewer should ask questions about the candidates past job experiences and how they performed in those experiences. The interviewer must ask the candidates to provide the contact details of individuals who can be used as references. Behavior is very important when choosing the right candidate for a job. For example, you don’t want to hire an introverted person for a job that requires an individual to be in contact with lots of people. Past behavior is a great way to find out how a candidate will behave once he/she is in a comfortable employee position.
A second interview is sometimes necessary to find the right person for the job. In the second interview the employer should use a different person to host the interview so another opinion can be taken into consideration in the decision-making process. Sometimes the interviewer can be someone who the applicant may work with after being employed. A second interview with a different interviewer will certainly help with the decision-making process because the employer will have two opinions on the applicant rather than one. If two opinions on a candidate are not enough, it may be necessary to schedule a third interview.

It is important to confirm all past information that the applicants present such as, degrees, jobs, and accomplishments. It is also important to speak to the referrals given by the applicants. Ask the referrals to give you specific scenarios where the candidate demonstrated capabilities that are required for the job. You can also ask for additional information that may help the candidate qualify for the job.

Completing these tasks will help to save a company from wasting time and spending money on additional costs that would be necessary if the company was to hire the wrong person for the job. It is best to hire the right person the first time, rather than have to fire the wrong person and search for a new candidate.


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