One of the biggest leaps a business owner takes is hiring that first employee. When is the right time? What role should they do? Can I afford it? How do I know they are the right person? All big questions need to be overcome.
The problem is that for a lot of businesses recruiting subsequent employees doesn’t get much easier either. It may be less of a quantum leap adding more employees but some of the same questions remain in particular how do I know they are the right person?
Research suggests that hiring the wrong person can cost businesses at least 5 times their salary, which is a hefty price to pay whatever the size of your business. But why is it so hard to find the right candidates? According to recent research interviewing is only a good predictor of a candidates fit for a role 50 per cent of the time. I was pretty shocked when I read that, that feels a lot like guessing to me. Especially as most of us are interviewing on a pretty infrequent basis, we are not honing that skill. And remember that if you are hiring for a sales role, sales people are good at interviewing but that doesn’t mean they are a good salesperson. Too often I see companies hiring candidates first and foremost because they like them rather than because they are right for the job. Try doing some anti-bonding and rapport with sales candidates and then see how they work to build that rapport when they are out of their comfort zone. After all that’s what prospects will do to them every day.
So what’s the alternative to interviewing? Behavioural profiling such as the Devine Inventory provide a more evidence based check from which to screen out candidates or interview more effectively. Good tools like these enable you to highlight flags in the candidate’s profile which can then be probed more robustly in interviews. I don’t know about you but I don’t have time to be hiring people who either can’t do the job, or can do the job but won’t. I only want to be investing my time in those that can and will and 50 per cent isn’t a high enough ratio for me to want to trust my gut through interviewing alone.
Induction is another equally important part of hiring. Too often I see new hires start in companies, get introduced to everyone, taken for lunch, given a high level overview and to all intents and purposes left to get on with it. Hideous for the new starter and risks the employer waiting too long to know if their new employee is going to make it and what additional support they need to be more self reliant.
Companies that do this part really well have a very comprehensive induction programme running for at least 90 days, supporting the new hire in all aspects of the role, but crucially making it very clear what the new hire has to do on a weekly/monthly basis to be successful and ensuing that progress checks happen. If it’s so hard to find the right candidates in the first place let’s make sure that we set them up to succeed, or work out sooner rather than later if we’ve made a mistake and deal with it accordingly.