Hiring employees is expensive. Studies suggest that the average American company spends $4000 and 52 days to hire a new employee. Given the time and cost to the company, it is imperative that care is given to select the right employee. Hiring the right person is just the beginning, the company must actively ensure that competent workers are not only hired, but also retained for a period that is long enough to have a beneficial impact on the company. The nature of the hiring process is such that it is impossible to be completely fool proof. However, being cognizant of common mistakes made during and after hiring can help mitigate many of the risks associated with it.
PRE-HIRING RISK FACTORS
Risk 1: Culture Fit
Every company has its own unique culture. Hiring managers should give some thought to defining what exactly that culture is, so that they can ensure that the potential new hire would be a good fit. Efficient companies are like well-oiled machines: all the parts need to be working together, and even one bad fit can be disastrous.
Risk 2: Not Doing Your Due Diligence
Although unfortunate, resume embellishment is common. It is one thing for an employee to say they have 10 years of experience when they only have 9 (still morally wrong, but unlikely to make a practical difference) but it is entirely another for them to lie about their higher education degree or certifications. Its best to ask for (and follow up on) references, as well as verify that all original documents are provided. It might seem like a hassle upfront but will save trouble later.
Risk 3: Improper or Inconsistent Hiring Practices
The hiring team should be working effectively enough so that there are no missed applications, wrongly rejected candidates, or any other discriminatory or inconsistent behavior throughout the hiring process. There is no room for error, because one mistake is all it takes for a litigious candidate to initiate a lawsuit. Human resource personnel must be professionally trained such that they keep the interview professional and do not ask any inappropriate questions regarding age, birthplace, disability, gender, sexual orientation, marital status, race, or religion, among others. Job requirements should be laid out clearly and when vetting applications, the same procedure should be followed uniformly for all applicants.
Risk 4: Hiring Overqualified Candidates
Be wary of hiring someone who is overqualified for the job. It might seem tempting because he or she already presumably knows the ropes and can hit the ground running, however, they are only viewing the job as a temporary gig and are likely to leave as soon as they receive a better offer (which, given their credentials, is likely).
POST HIRING MISTAKES
Okay, so let us assume you have struck gold and managed to find the perfect employee; this is only half the battle won. It is only a victory for the company if the employee stays on for an extended period. To increase the chances of that happening, here are four post-hiring mistakes you should avoid:
- Lack of Support: Be sure to give your newest employee a warm welcome! First impressions last forever, so make sure yours is solid. The hiring manager should ideally meet them personally and show them around the workspace. Do not make them have to figure stuff out; show them their workstation, the break room, the coffee machine etc. Additionally, if you are part of a smaller company, it is a great idea to email all employees and ask them to look out for their newest colleague. This will not only help the new employee settle down, but also ease any anxiety that they might have on their first day at a new place. All this is equally applicable even if the employee is working remotely. Make sure to schedule time for a virtual meet and greet.
- Overwhelming Employees: Do not overwhelm employees on the first day by flooding them with trainings; let them ease into the position. On the first day, only make them do the paperwork which is essential: the W4 and i-9 verification documents.
- Lack of I.T. Support: All workplaces will require I.T. support and assistance; getting the Wi-Fi, email, and laptop setup, generating passwords and log-in details, etc. All of this should be prepared and ready for the employee on the first day of work to make the process seamless and less frustrating for them.
- Not Asking for Feedback: Once the onboarding process is completed, it is helpful to ask new employees to give feedback and even ask for constructive criticism. Their honest opinion might help you improve the experience for others later.
In conclusion, by keeping the points outlined above in mind you can avert the risk of hiring the wrong employee. Despite being as careful as possible, it is inevitable for some mistakes to be made. If you have hired the wrong person, do not panic. In most cases, there are checks and balances in place to avert the damage. Make sure that your standard employment contract contains provisions for probationary periods so that you have an effortless way out in the event of a mistake. As an employer, it really pays to get your employment contracts drafted by a lawyer. Contact The South Texas Business Lawyers for all your business legal needs!
Disclaimer: This article is made available for educational purposes only, to give you general information and a general understanding of the law, not to provide specific legal advice. By using this article, you understand and acknowledge that no attorney-client relationship is formed between you and The South Texas Business Lawyers, nor should any such relationship be implied. This article should not be used as a substitute for competent legal advice from a licensed professional attorney in your state.
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