Everyone talks about the importance of “hiring good people.” Meaning what, exactly? Skills and experience? Character? Eagle Scouts? People like you?
Keeping these following facts in mind will help you hire employees who will be a good fit in your organization—they may even turn out to be simply good people.
1. People lie.
For whatever reasons, it is common for job candidates to exaggerate—or even just outright lie—on resumes and application forms, and even in interviews. This happens at all levels, including some infamous failures in hiring for the C-suite.
Some employers put it down to the intense competition applicants feel in a kind of escalating ground war with other similar candidates who may look better, but the reality is that lying to get a job is an indicator of the person’s character, and there is no reason to think that similar behavior won’t happen again when the person becomes part of your organization.
2. Turnover is expensive.
When you think about the costs to recruit, interview, and train, combined with the lost knowledge, lost productivity, and stress on staff who remain while the position is being filled and the ‘new person’ is getting up to speed, the costs are undoubtedly great.
Everyone knows there will be a certain amount of turnover in an organization, but you want to avoid mistakes in hiring that lead to premature departures. This puts pressure on you to devise a hiring process that is systematic and thorough even though that might seem to cost more in the short run. The ultimate quality of your candidates is affected at every step of the hiring process.
3. Blanket Exclusions are Dangerous – and May Be Unfair
For convenience or efficiency, employers sometimes choose to reject applicants based on simple or even single factor criteria. For example, some employers have excluded applicants, without further research, based on a single statement that they have a criminal conviction in the past. This strategy may expose you to litigation by rejected applicants and potential action by regulators, and it likely leads you to miss out on good hires.
There are jobs where a hard and fast rule for exclusions exists, such as rejecting applicants for law enforcement jobs if they have a criminal conviction. But your hiring process should be built largely around screening applicants for their qualifications based on job-related criteria and be sure the hiring process aims to evaluate the individual fairly for his or her own circumstances, and how they do or do not fit the position.
4. The social media ‘goldmine’ can just as easily become a minefield.
Employers have easy access to a trove of personal information about candidates via social media. But keep two things in mind before you succumb to the temptation to peek inside your candidate’s personal life.
First, remember that once you look into the candidate’s accounts, you cannot “unlook” at it. In other words, you cannot pretend not to notice things about the person’s history, political views, or any other matter of private belief or lifestyle. You are accountable for knowing what is in there.
Second, the use of any information you find in a social media account is protected by the same laws that protect the use of offline information. The rules about privacy are evolving, but some courts have found social media accounts to be off limits for use in employment decisions. You may need to look at this kind of information, but you are best served by giving the job to a third party agency that will follow the laws diligently.
No doubt about it: good people make companies great…. and with these facts in hand you are better equipped to bring more of the right people on board .