{excerpted from an article at SHRM online}
Experts recommend that HR document what went wrong with bad hires and incorporate what was learned into the organization’s hiring process going forward.
“A good hiring process requires not only preparation but consistency, documentation and continuous analysis of data so that successful methods can be captured and continued, the need for training can be identified and addressed, and poor processes can be discontinued or adjusted,” said Kelly Marinelli, SHRM-SCP, an attorney and president and founder of HR consultancy Solve HR in Colorado.
Additional tips include:
Be clear about your company’s values, culture and the role, from the job description through the interview process. “The key to a successful hiring process is to provide a clear definition of responsibilities for the job, as well as the cultural fit required for success,” noted Rosemary Haefner, chief human resources officer at recruitment software company CareerBuilder. “If they can’t be positive in the interview, it could be a sign of worse things to come.” said.
She added that in order to improve the chances of hiring the right person, recruiters shouldn’t just recycle the past job description every time a role needs to be refilled. “Take a new look at your needs and the skills you need added to your team,” she said. “Also, remember to keep an eye on the intangibles. A candidate’s skill set isn’t limited to functional abilities it also includes how well he or she works in a collaborative environment.”
Clearly identifying the company’s values and culture helps interviewees opt out before they become employees if it isn’t what they’re looking for, Marinelli said. “For instance, if the company’s values include intensity and drive, and a candidate is looking for a laid-back environment, it’s best to know this upfront.
Practice team hiring techniques by involving future co-workers. “One of the best things about peer interviewing is that applicants are able to get a more ‘boots on the ground’ idea of what it’s like to work for your company,” Haefner said.
Involve subject matter experts during interviews in order to ask specific, technical questions to determine the potential hire’s level of expertise. “Subject matter experts are a must in the interview process,” Marinelli said. “If they are not available in person, employers should consider videoconferencing them in or having them participate by phone. If there is no internal subject matter expert available, employers should consider bringing in an outside resource to participate in the interview process, especially for critical roles.”
Be diligent about reference checks. “View reference checks as a valuable opportunity rather than as a chore, and go beyond simply verifying titles and dates of employment,” Haefner said. “Ask the right questions and you may receive insight far beyond what you’ve learned from a resume or even an interview.”
