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Strategic Hiring: The 5+ Best Ways to Eliminate Hiring Mistakes

Employers are finding it more difficult to hire top talent. The unemployment rates may be up but finding the right person for the right job is still a major challenge. Companies seem to be settling to hire people who may not be the best fit. This “warm body “syndrome can have detrimental effects since the cost of a poor hire can be excessive. In fact the cost of a bad hire can be up to 10 times an employee’s annual salary.

Now more than ever it is crucial that hiring managers think strategically to make the right selection decision. Even though it will take more time to ensure you hire the best talent, it will have a major positive effect on the bottom line.

My clients who use a Strategic Hiring approach have been more successful in hiring the right people to do the right things the right way than organizations who don’t. They have fewer hiring mistakes and increased retention and productivity. They are disciplined and systematic in their approach to hiring. When we introduce a strategic hiring methodology to clients, these are 5 of the ideas we promote:

1. Never hire a candidate you are uncertain about. It is worse to hire a poor candidate than not to hire someone at all.

2. Never hire for a position without a business need. Ask yourself first, what business need must be accomplished and how will it be accomplished. Just because a person vacates a position doesn’t mean you have to automatically hire someone with the same background and experience. You have the opportunity to hire for different current and future needs. You may even think of an alternative to hiring like a consultant or temp.

3. When you ask yourself what the person will need to accomplish and how they need to accomplish it, you are forcing yourself to hire someone who will be in alignment with your business strategy. Know exactly what you need before you start recruiting.

4. Make hiring decisions based on data not on gut feel. Data is gathered by asking the most effective behavioral interview questions that ascertain information that will help you predict success on the job.

5. Focus on what success candidates have had in the past with accomplishments they will need to exhibit for your position. Forget about hypothetical questions: instead of asking “what would you do” ask “what did you do”. Past performance is the best indicator of future performance. And one more helpful hint: Don’t make a hiring decision in a vacuum-there should always be more than one person involved in the hiring process and the decision.

There are many other activities that go into a successful Strategic Hiring process however; just focusing on tips above will help you eliminate bad hiring habits.