| If you've ever made a bad hiring decision, rest assured | | | | wherever possible |
| you're not alone. Cultural malignancy is pervasive, | | | | There is an abundance of information on each of |
| especially when the recruitment process is ill-defined. | | | | these points on hiring employees, and on the hiring |
| Before considering how you can ensure you get the | | | | process on the web to assist you as you move |
| right person for the job, we should consider what we | | | | forward. The article linked to above also includes a list |
| mean by the 'right person'. Tony Hsieh, CEO of sums it | | | | of what-to-do points when you have made a bad hire |
| up succinctly in this statement; | | | | and need to rectify the situation before the costs |
| - "If we are choosing between two candidates, one is | | | | escalate. |
| more qualified and one is a better fit for our corporate | | | | The U.S. Department of Labor estimates that, in |
| culture, we will choose the latter." | | | | addition to their salary, the average cost of a bad hire |
| If you want to proactively ensure you hire the best fit | | | | is 30% of their first year earning potential. It can be a |
| for your company, there is an easy 5-step process to | | | | negative experience for your good-fits as well, and the |
| follow, including; | | | | long-term effects of a bad hire, especially in a |
| 1. Being clear about what you want - setting SMART | | | | people-management position, has the potential to be |
| goals | | | | disastrous. |
| 2. Establishing deal-breakers for skills and experience | | | | When you have a clear, well-defined hiring process |
| 3. Customizing your interview for each candidate | | | | and SMART goals tailored to each position, you'll find |
| 4. Use hiring tools and multiple person touch-points | | | | your hiring costs decrease and your employee |
| throughout the process | | | | engagement increase. Both are vital to the success of |
| 5. Request and check the references yourself | | | | your small business. |