How to Find the Right People for Your Company
Often, when I interact with business owners, corporate middle managers or HR directors, they complain about employees they never should have hired. They inevitably regret missing a glaring red flag or deficiency during the interview process. Admittedly, I can empathize, as I've made the same mistake.
I once hired a talented 30-year old young man I believed had great potential. I recognized his issues during the interview, but chose to overlook and minimize them because of his abundant talent. Subsequently, he lied to management on many levels and carried on a long-term adulterous relationship with another manager within our organization. I failed to approach the interviewing process with a written plan and an objective view, which resulted in hiring the wrong person, loss of time and money, and his early termination.
With more than 30 years of experience in hiring and firing, my goal is for owners and hiring managers to avoid a similar experience. The amount of money, time, training and effort wasted on people who are not the right fit for the company, unfortunately, is a reality for far too many organizations.
When dealing with an employee in this situation, it usually becomes an emotionally charged, negative experience that creates disruption in the workplace and leads to a demotion or firing. In addition, the full organizational impact from a bad hire does not necessarily surface immediately. It may become more apparent later on, negatively affecting other employees or financial results.
As a result of my "on the job" hiring experiences, I have learned a few things over the last three decades about the interview process. Using an interviewing checklist is critical in the hiring process. Just like a pilot who must review his checklist before takeoff, the checklist serves to avoid missing key indicators that can be overlooked when interviewing a candidate.
Here are a few guidelines:
This checklist does not cover everything, but it gives you a basic framework of what is involved in hiring the right people for your company. For example, the higher the position offered, the more complex the interviewing process becomes and the greater the need for an extensive evaluation of the candidate.
Hiring the wrong people adversely affects the company in many ways. With a well thought out hiring plan, you will keep the odds in your favor of hiring the right employees for your organization. Spending a little more time during the interview process can save you a lot of time, money, and frustration in the future.
Robert Owens will present "Shaping Employees into Leaders" at ESX 2012, June 25-29 in Nashville. He is a semi-retired former Special Ops operator with the United States Air Force Pararescue and an eight-time Iron Man. Mr. Owens is currently a Professional Crisis Coach and Conflict Resolution/ Mediator in Southern California.