We recently talked about the pain value of a bad hire, and what steps you can take to fix it.
Let’s talk about getting hiring right at an organisational level. Agreed, Human Resources is there for a reason, but when is it beneficial, or imperative, for the higher management to be involved in the hiring process?
A company must do an internal check and ask itself these hard questions:
According to recent surveys, only 30% of companies actually run checks to see whether they are hiring the right candidates or not. Hiring is actually not the end of a process in one department, but the beginning of someone’s stint in another. As HR, one way to determine whether you’ve supplied a good fit is to ask managers whether they would hire Employee X again, given a choice. Other internal checks would mean assessing the longevity of that stint, turnover, satisfaction levels of the managers as well as the employee, and the employee’s growth trajectory through regular assessments.
Somewhere along the line, the hiring story diversified so much that it may have lost its own plot. Recruitment started being outsourced to contractors and subcontractors that mostly just scour LinkedIn and job sites for “passive candidates,” i.e. people not interested in moving out in the first place.
Even now, data is fuzzy on how these new practices are paying off in terms of finding the right fit for jobs.
The last few decades have seen the mushrooming of start-ups around the world, in tech and other areas, too. Recruitment there has been fast and furious, with founders at the top of the organisational chart lacking enough experience themselves to take more than a cursory look at the hiring on the lower levels. Their expertise often lies in a different area altogether, and they may lack perspective on the hiring cost vs. benefit in terms of getting the right people on board.
Losses incurred due to a bad hire go beyond the financial: work suffers, reputation suffers, morale suffers; a ton of time and energy is wasted in training a lost cause. So it is beneficial for the management in this case to be actively involved in hiring for pivotal roles within their organisation.
5 ways to fix your hiring process
Hiring is not a process note once written and to be blindly followed. To hire and retaint the best, the business must constantly review what worked and what didn't. A feedback loop is critical to fixing gaps and also adding on new techniques that are popular in the market.