Many green managers simply don't prepare or spend enough time on the hiring process.They often succumb to the short-term pressures of "needing to get someone in the chair" right away versus taking the time to determine what skills, talents and abilities they need and then finding the "right fit."
Seasoned managers, on the other hand, know the pain and cost firsthand of a bad hire (experts estimate that it can cost two to three times an employee's salary to rehire someone).
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One thing I would state a little more strongly is the importance of not hiring.
When reviewing candidates it's important to be positive, but it's more important avoid hiring the wrong person. When looking at candidates, give them the opportunity to show and explain how they can meet your needs and do the job. In doing so, look for all the reasons you shouldn't hire them.
If the reasons are serious enough, pass on the candidate. It may seem harsh, but a good manager must avoid a bad hire.
Hiring the wrong person means:
- The work you are hiring to get completed will not be completed well.
- You will have to spend excessive amounts of valuable time correcting the person.
- You may have to spend more time in the disciplinary process than you want.
- You may need to rehire that position again, soon, and start the interview process from scratch.
- A bad hire can cost you head count if you have to fire them at a time of corporate layoffs.
- A bad performer will make your effective performers have to work harder to pick up the slack.
- A bad performer will have a negative impact on morale and encourage your star performers to seek greener pastures. After all, who wants to work with poor performers?
A bad hire is never worth a short hiring process. Spend the time and find the right person. It will be worth it in the long term.
