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How to Hire the Right Employee Every Time (Part 2)

4 more tips to improve your hiring process and make sure that your employees are perfectly suited to the job.

By
Lisa B. Marshall
4-minute read
Episode #142

When adding staff, every manger is in need of the right help, right now. But don’t let that pressing need undercut your interviewing process. Keep in mind that a hiring blunder may cost you your own job. Today, I’ll cover part 2 of how to improve your hiring process.

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In Part 1 of this series, I covered the first three tips of making a good hire:

#1 Develop solid written job descriptions

#2 Create an applicant screening process

#3 Use behavioral-based questioning

Today, we’ll pick up with 4 more tips for hiring the right employee, every time:

Hiring Process Tip #4: Invest in Interview Training

Inexperienced managers make interviewing mistakes. They may ask illegal or inappropriate questions, spend too much time talking about themselves or the company, or hire based on “gut feel.” That’s why investing in interviewing training is critical.

In addition, it’s important to identify previous hiring mistakes and then teach all managers the do’s and don’ts of interviewing. It’s a good investment especially considering the high costs of poor hiring decisions. 

In fact, The Missouri Small Business Development Center estimates that it costs one-third of a new hire's annual salary to replace an employee. By evaluating candidates against job-specific competencies and by using a consistent method of evaluating candidates’ qualifications you will be better equipped to make good hiring and promotion decisions.

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About the Author

Lisa B. Marshall

Lisa B. Marshall Lisa holds masters with duel degrees in interpersonal/intercultural communication and organizational communication. She’s the author of Smart Talk: The Public Speaker's Guide to Success in Every Situation, as well as Ace Your Interview, Powerful Presenter, and Expert Presenter. Her work has been featured in CBS Money Watch, Ragan.com, Woman's Day, Glamour, Cosmopolitan, and many others. Her institutional clients include Johns Hopkins Medicine, Harvard University, NY Academy of Science, University of Pennsylvania, Genentech, and Roche.