5 Steps to Avoid a Bad Hire in your Company

By Archna Oberoi | 18th January 2018 | #verification importance

“If you think it's expensive to hire a professional, wait until you hire an amateur.”


Hiring and HR managers leave no stone unturned in assessing competent employees for companies. The impact of lackluster employees not only affect the economic vitality of a company, but disbalances the work environment as well.


More than monetary losses, a bad hire adversely impacts morale and productivity of other employees. Lackluster employees affect the the bar of performance for rest of the people and this lag in work eventually creates chaos in the workflow and harm the positive attitude of the colleagues.


Certainly, the cost of a bad hire is beyond numbers. And that’s the reason why the process of hiring the right candidate undergo thorough enquiry and background screening. Here is how HRs and recruiters can ensure that they save a company’s future, in terms of finances, morale, and performance. The following practices can help.


1. Scrutinize the Resume Thoroughly


A resume says a lot about a candidate. From personal details to academic qualification to past work experience, it puts forth a whole lot, for sure. Therefore, it is important to start scrutinizing the resume.


However, this step of candidate scrutiny is a little tricky and therefore recruiters need to be alert, before trusting the words of resume.


“According to First Advantage (a global background screening agency), 10% of Indians lie on their resume to get jobs, whereas 50% submit fake documents. And if you think that such practices are prevalent to jobs are lower levels, then you're under a misapprehension.”


All in all, a resume can turn out to be a great support for hiring the right candidate as employee, but it is important to validate the information shared through resume, thoroughly in order to prevent your company from a bad hire.


2. Interview the Candidate Satisfactorily


This is one step of the hiring process that no company should take lightly. F2F interviews are the most time taking, and oftenly the decision taking step in hiring. Therefore, it should be ensured that all rounds of the interview tests the potential of a candidate, no matter how time taking a process is.


3. Know the Candidate over Candid Talk


Interviews should be followed by a candid talk between the recruiter and the candidate so that there is one more chance to get answer to some imperative questions. Such conversations reflect the true personality of a candidate and gives HR some time to understand the broat being cooked in their head. This may include their goals, future plans, personal/professional experiences etc.


4. Refer the References for More Info


References are the free resources that unfold few chapters about the candidate, which resumes, F2F interviews, and candid talks can’t. These references could be the people who worked with the candidate before, HRs from

previous companies etc. They can certainly unveil a side of the candidate that can make decision making easy.


5. Employee Background Verification


Now this is something, which is comprehensive and a mix of all the steps shared above. A thorough background screening of an employee will validate mentioned facts on resume, unveil candidate’s personality, help to refer previous companies etc.


All that’s needed is the set of some information that you, as recruiter needs to collect from the candidate and them utilize it for a better hire process.


You can either validate all of it on call or email. However, doing this manually have few drawbacks, like:


  • Skipping a set of information

  • Chaos in management of output

  • Improper management of records

  • Difficulty in referring information in future


To escape the problem, the idea is to automate the background screening process. For this, tools like OKHire could offer the much needed and appreciated help. To know more on how how OKHire, employee background verification tool works, go for its free refchecks.


AlSO READ: Why Employee Background Verification should not be an Afterthought


Subscribe to our blog

Subscribe

Recent

Category

 

The Role of Pre-Employment Background Verification in IT Hiring

With digitization and startup wave in India, there is a rise in hiring for technical teams. HRs and recruites are putting their best step forward to design a hiring cycle that helps in choosing the best candidate for organization.

READ MORE

How to Make Employee Background Verification Cost-Effective?

Indian companies, irrespective of the industry they belong to, are realizing the need and benefits of employee background verification. Given that 70% of recruitment managers come across forged resumes

READ MORE

Benefits of Automating Background Verification Process

The fact that 1 in every 6 candidates in India lie on their resume has made HRs’ and recruiters get rigorous with the hiring process. And to make sure that for any position, there are no bad hires in the company

READ MORE

4 Practices to Shorten Employee Hiring Cycle

Scuffling through countless number of resumes and filter them to shortlist only a few, relevant candidates is a dreading job for HRs and recruiters. The process of hiring is

READ MORE

Employment History Verification: 5 Facts that it Unveils

From thorough skill testing to assessing the candidates for their aptitude/rectitude in F2F, HRs and recruiters spare no effort to hire the best. However, these traditional practices for hiring are not enough

READ MORE