Hello From the Other Side…Of the Office

Nicole Johnson —  January 26, 2017 — Leave a comment

From employee to employer: some important reasons why you should take your time to hire.

“There’s such a difference between us

And a million miles” – Adele

Take it from the music of Grammy Award winning artist Adele, some people are just not who you thought they were. It takes a lot of life experiences and a different perspective to really understand why or why not someone will be a match for you. It takes time to get to know someone and just like finding the love of your life, the recruiting process has to be taken slowly and seriously.

And like Adele, sometimes we end up with a broken heart instead of love, just like an employer might recognize they hired a bad apple instead of a star employee. It’s in these cases that we need to learn from our mistakes and move forward instead of living life sounding like a broken record. I’ve had many jobs where I’ve sat in the passenger seat, watching the driver make the tough decisions of when to turn left or right, or when they should just flat out do a donut. In all these learning experiences I had a unique perspective on entire operations and office cultures, internalizing how the right people for the right jobs interact in particular environments.

Take your time to hire

This has given me great appreciation for how much work it takes to create that environment – that hard-working team each company needs to succeed. One of the things needed to create that great team is a solid recruiting process, one that is thoughtful, effective, and comprehensive. However, all too often employers are in a hurry to hire, and end up getting burned. Like Adele says, “They say that time’s supposed to heal ya, but I ain’t done much healing.” Employers – here’s some aloe gel insights to help heal all the recruiting burns you’ve had so far.

First, let me point out the losses that occur when the recruiting process is rushed:

  1. Lose time – If you hire someone too quickly, you might end up hiring someone unqualified, which means you end up spending more time training them. You might also discover they’re unqualified and have to re-start the process, which takes even more time.
  2. Lose money – Hiring costs money. Not just in the salary and compensation that you pay the candidate, but in the advertising, assessments, and other supplemental documents that go into acquiring that candidate. If you rush this process, you might be putting all of that money into the wrong candidate. Don’t pay twice!
  3. Lose quality – It is crucial before advertising that your job description establishes what skills, motivations, and behaviors you’re looking for. Take your time, and stick to those criteria as you screen candidates. When you hire too quickly, you could end up with someone who does not have all of the qualities you need.
  4. Lose patience – “Patience is a virtue, best keep it if you can.” This goes for recruiting as well. If you rush the process, you will lose your patience and may settle for someone less qualified. Set reasonable expectations and be thorough.
  5. Lose people – If you hire someone who is a poor fit for your company culture and work environment, then you may see a negative impact on productivity or your team morale. One of the most regrettable things that could happen to your company is hiring the wrong person and seeing your decision have a rippling effect on your employees.

Second, let me point out the positive actions you can take during the hiring process that can prevent some of those losses:

  1. Establish Timeline – The time it takes to hire someone varies for every company based on a number of factors including company priorities, location, job market, supply/demand, etc. You will likely need to set aside a longer amount of time for harder to fill roles like engineers, but you may be able to fill administrative and entry level jobs a bit faster. Set realistic expectations for yourself before you begin recruiting and set some short-term goals along the way for interviews to keep your timeline on track.
  2. Create Budget – Recruiting costs will vary for every company, but it’s important to estimate and set aside budget for your recruiting. After you have set aside the budget for the candidate’s total compensation, you need to calculate costs for assessments, background checks, and advertising. The budget for these costs will vary depending on a variety of factors, including whether or not you need to re-advertise, how many candidates you decide to assess, and more.
  3. Identify Candidate – When you are going through the screening process, make sure you are asking the right questions that help you find the right person for the job. Get to know them to make sure that their skillset, workplace behaviors and motivations are in line with your goals for the role. Ask questions like:
    1. Why do you think you are right for our company?
    2. Talk about a time that you resolved a conflict.
    3. How do you stay organized?
  4. Keep Calm – Don’t settle. You’ll find the right person for the right job, even if it takes more time than you might like. You just have to be patient. It’s a tough virtue to keep, but by continuing to advertise, interview, and meet people, not only are you getting practice in recruiting, but you are getting a better understanding of the job you are hiring for.
  5. Maintain Rapport – Keep the team you do have, happy. Make sure you are aware of your internal culture and articulate that well in your job description. When you are interviewing in-person, observe the candidate’s behavior and how they interact with your staff. Ask yourself if you can see them integrating well into your workplace. Hiring great people and keeping rapport with your team will maintain morale and productivity.

In short – take your time to hire. Recruiting isn’t a quick task you want to get checked off a “to-do” list. Set goals, a budget and a timeline before you start your recruiting process. Identify the right people for the right jobs in your company by thoroughly assessing candidate skillsets, motivations and workplace behaviors at every step in the recruiting process. Make sure they match your company culture and align with your goals for the role. Keep your employees happy and you’ll be “Rolling in the Deep.”

Nicole Johnson

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Nicole is the Advertising Coordinator for NewHire. She will get your advertising up and running in no time! Originally from Arizona, Nicole is a new Chicagoan adjusting to life in the city. Nicole loves to get crafty – from crochet to baking – she’s your go-to for all things handmade.

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