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When you hire a person, you make a significant financial and human investment. Hiring the wrong candidate is damaging to your company’s bottom line and devastating to everyone involved. On the up side, hiring the right person pays you back many times over in productivity, successful interpersonal relationships, and a positive impact on your overall workplace environment.

How can you help ensure that you fall into the latter category?

Make a Plan … And Stick to It
Establishing a check list of hiring criteria will help you to be objective and stay on point when it comes to selecting the best candidate for a job. It also will prevent you from these recruitment pitfalls:

  • The “halo effect” which occurs when you are so enamored by one particular trait in a candidate that your judgment becomes clouded and you fail to see their shortcomings.
  • The “clone effect” whereby you hire the person with the skill set most like your own, even though they aren’t the best fit for the job.
  • “Top of mind syndrome” which occurs when you lean toward hiring candidates interviewed late the process, because their attributes are fresh in your mind.

The initial step in your hiring plan should be a job analysis, which enables you to collect information on the duties, responsibilities, skills and work environment of the position. This information is fundamental to the development of a job description which, in turns, helps you to plan your total hiring strategy.

The Importance of Pre-Screening
Put your hiring checklist to work as you read cover letters, resumes and applications. Then, move on to a telephone pre-screen. These steps will save time in the long run as they help you to nail down such details as salary expectations and cultural fit. This is also a logical point at which to implement a candidate background check.

In essence, your best pre-screen strategy is to gather as much information on a candidate as you can, from as many different sources as you can. Keep an eye out for any discrepancies that crop up, and red flag them.

Take Your Time
We know, easier said than done. But try to avoid rushing your candidate selection process, regardless of pressure to “do it yesterday.” If necessary, fill workflow gaps by hiring temporary help. (By the way, this can be a winning solution if your temporary employee turns out to be a good permanent fit – and if not, it’s relatively painless to cut your losses.)

Partnering with a staffing firm can help you save time and cut stress when it comes to choosing the right candidate for the job.

To learn more, contact the industry experts at Alternative Staffing Today. We are more than happy to discuss any questions you may have about selecting a new candidate.

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