Time is money and the more time it takes for a person to learn his or her job, the more it costs in lost productivity.
Too often a hiring assessment is done on the basis of the person’s suitability for the job only, and doesn’t take into account how quickly they can learn to perform it.
As reported in ‘The Trouble with HR: An Insider's Guide to Finding and Keeping the Best People’ by Johnny C. Taylor and Gary M. Stern (AMACOM Div American Mgmt Assn, 2009) a global study by the SHL Group and The Future Foundation found that poor hiring and management practices are costing businesses $US 105 billion a year worldwide.
What many businesses haven’t yet understood is that it’s just as important to evaluate every prospective employee with the same thoroughness as would be given to a candidate for the CEO’s role. The underlying principles remain the same.
Hiring and Induction are Parts of the Same Process
Hiring people and getting them productive is a continuous process. It’s a mistake to segment these tasks into two activities, or to make them the responsibility of two separate people or departments.
The business owner or CEO should be involved in both the hiring and the induction of every new employee if possible. It’s a reflection of the principle that everybody on the payroll should be personally important to management and none should be seen as just a body filling a function.
Start by looking for the three basic qualities that go a long way toward making a person right for the job - without them the candidate shouldn’t even be considered:
- The person is able to do the job. They are equipped to perform the defined duties by their education, previous experience and training.
- The person is willing to do the job. They don’t just want the money; they genuinely want to work for the business, and will enjoy doing the work that’s required by the job.
- The person will respond appropriately to management once in the job. They can take direction in a positive way and will use their abilities to understand and achieve the goals of the business.
Listen Carefully During the Interview
The best guide you have about a candidate’s suitability will come from questioning them about their previous employment. Did they make a sincere commitment to their former employer and did they accept the employer’s goals as their own?
Relate both the candidate and their past experience to the job for which they’re applying. If their previous work has been very ‘blue-sky’ and fluid and the vacant position is a detail-focused role, there could well be a mismatch.
During interviews the candidate should do around 80% of the talking. Employers need to relate what candidates have to say to their own requirements, so listen carefully and collect information.
The Past is a Guide to the Future
Give candidates hypothetical situations similar to those they could expect to encounter in the business and see how they’d respond to them. Also, look for evidence that they’ve handled that type of situation before.
Ask questions that require specific answers: “What was the hardest sale you’ve ever made?” or “What did you like least about the job?”
The way they answer these questions is as important as what they actually say. Look for signs of integrity and decisiveness. Be wary if they can’t seem to come up with answers they really should have.
What if They’ve Been Fired?
If the candidate has been fired from their previous position ask them why they were fired. Look for an honest and straightforward answer. Find out what they did that displeased their former employer and assess whether it’s likely to happen in your business.
Ask them what they could have done to prevent their being fired and see if they’ve learned something from the experience. Look for indications of personal growth and optimism rather than bitterness and defeat.
Why go to this trouble? Some of the people we now would call ‘highly successful’ - among them Abraham Lincoln, Walt Disney, Elvis Presley, Lee Iacocca and Thomas Edison, were all fired from at least one of the jobs they held.
Philip Keeffe - Phil Keeffe is an Australian journalist originally from California who has lived in Sydney since 1968. His communications background ...
Join the Conversation