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Wrong Hires Can Destroy Your Business and How to Avoid That

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Wrong Hires Can Destroy Your Business and How to Avoid That

Do you like going through the painstaking process of hiring someone and then realising they’re the wrong fit and having to go through it all again?

Me neither. A bad hire can cause more than frustration, however. According to the Zappos CEO, their company lost about $100 million in wrong hires. Lesson learned! There are ways to get around hiring the wrong fits for your company, so stick around.

1. Rally employees together.

Collaborative hiring is not only good for pinning down the ideal characteristics of a new hire together, but it boosts employee morale along the way. It’s a win-win situation. Get employees excited about the progress your company is making. The ideal situation is that your team will want to help during the hiring process for the good of the company. The only way to ensure this is by making the work environment as pleasant as possible. It all starts with employer branding and fostering a sense of free-flowing communication around the office.

What you will get:

  • A clearer idea of the right hire that will mesh with the whole team.
  • Boosted employee morale and office environment.
  • Better employer brand to attract the right talent in the first place.

2. Utilise your employee networks,

Employee referral programs are either nonexistent or severely underused. This is a shame, because some of the top hires come from employee networks! This works much the same way that rallying employees together does, with time.

Don’t spring the idea of referring tons of professionals on employees that have never done a day of Human Resources (HR) in their lives. They will feel as if it’s intrusive and adding to their workload and will likely react negatively. The trick is not to force it. Make it easy to refer people that they think will be a good fit for the company! Offer incentives and place guidelines on who to refer. A sourcing extension is a great idea, because it will autofill the data for your new HR team members.

What you will get:

  • Offers quality hires.
  • Makes for quicker onboarding and training.
  • Costs less.
  • Also boosts employee morale – people like to have input into things!

3. Show your work environment on your careers site.

Now that you have done all of this work on your office environment and satisfaction of your employees, it’s time to show it off. A careers site is easy to make when you have an intuitive careers site builder. Use team photos, employee testimonials, and genuine videos to show potential candidates what you have going for you. This will help the right talent envision themselves working with you.

What you will get:

  • Allows potential candidates to envision themselves within the company.
  • Brings in the right talent that will mesh with your goals and values.

4. Show your team spirit.

Similarly, you want to be transparent about how your employees have rallied together. Write a blog post about the team hiring process, making sure to leave a link to your careers site in the text. Have team outings (that are not forced!) and take photos and videos. You can put these on your careers site, as well as your own website, social media outlets, forums, and more. If potential applicants like what they see, it will lead to a better hire for you, because they are already more likely to fit in with your team.

What you will get:

  • Creates shareable, fun content.
  • Displays your employer brand to a larger audience.
  • Ensures the right fit.

To build a cohesive, efficient team, you have to foster one in the employees that you already have. Hiring together is a great way to do so. As I said above, don’t force participation! Make sure great referrals are rewarded.

If your employer branding is crafted to perfection and actually true to what goes on day-to-day, you will stand a better chance of avoiding those bad hires and save tons of time and resources while you are at it!

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“The opinions expressed by Smallville Contributors are their own, not those of www.smallville.com.au"



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