Employers guide to an interview
Hiring the wrong person can be an incredibly costly mistake to make – some studies have shown that taking on a poorly-selected employee can cost a company 2.5 times the salary of that person.
Loss comes from recruitment costs, time lost spent interviewing and the cost of redundancy. Then there’s time taken internally to assess the reasons behind poor hire and expensive senior level decision making over an exit strategy.
Following this, companies will face repeated recruitment costs, lost value on training and development invested in the outgoing employee and potentially a detrimental impact on the rest of the team through the disruption of redundancy and impact on productivity and morale.
In today’s competitive marketplace, bad hiring is something that most businesses can ill afford to do.
So how do employers make sure that they get the right person? Well, given that the job interview the only chance (or maybe one of two if there’s a second interview) that an employer gets to meet the candidate, having a series of questions which gets the right information from the potential employee is crucial.
Some guidance can be taken from recruitment companies, who will usually carry out a pre-interview discussion with candidates to assess their suitability for the role. Julie Measures, training manager for Leicester-based recruitment firm Barker Ross, said: “It's important to make the most of the time in an interview to make sure we're getting the right person.
“Aside from asking questions, we notice if they've dressed appropriately and are on time, but these are the basics.
“As we've already got their CV, in their interview we have the chance to ask some more detailed questions about their experience and find out if there are any areas of work they have particular expertise that hasn't been communicated on paper.
“Most importantly, we want to find out if they are going to fit into the company and, if they are going to work closely with a team, that they can get along with those people.”
What do businesses need to think about to ensure they recruit the right person? Before companies begin the recruitment process, it is important to undertake a thorough evaluation of what qualities and skills are required of a new recruit.
The most common mistake companies make when interviewing is to rely too much on gut instinct. Subjective opinion will inevitably play some part in the recruitment process – we are all human – but this should be underpinned by a comprehensive, objective assessment of the candidate’s suitability and their skills across the entire performance spectrum.
If a company is clear on what factors make for consistently successful employees, that knowledge can be applied critically, enabling them to recruit to an objective benchmark moving forward.
Investment in the recruitment process and in skilled recruiters can help reduce poor hiring decisions. A good recruitment company will be able consistently to find candidates who add value to their clients’ businesses.
And having said that skills are all important, once a recruitment company has done some of the hard work for the employer by selecting a shortlist of candidates who have the right experience and skill set, the employer can then decide which sort of personality they are looking for to complement the company ethos and the team that the new recruit will be working with.