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.