By
Lacey Conner, SHRM-CP
on
Mar
17,
2020
3 min read
0 comment(s)
The interview is perhaps the single most important business process to master; it's the most powerful step in the process of determining who enters your organization, influencing your company culture, quality, safety, and even client relationships. Asking the right questions is critical for leveraging the interview to make the most informed decision.
Studies that have set out to measure the cost of a bad hire have produced conflicting reports ranging from 50% of the employee's annual salary to $240,000. These costs include the following factors, which aren't all applicable in every situation but must be considered:
Perhaps the most common interview challenge is the "like-me" bias, in which the interviewer immediately connects with a candidate who reminds them of themselves, leading to an overly-casual interview and an impulsive hire decision. Staffing shortages often contribute to rushed decisions, too, as leaders may hire the first applicant or the applicant who is able to start soonest rather than the best candidate for the job.
Hiring the wrong person can be costly—not just financially, but in morale, productivity, and time. Before extending that next job offer, make sure you’re asking the questions that truly uncover a candidate’s fit, both for the role and your company culture. A deliberate and insightful hiring process sets the foundation for long-term employee success and stronger team performance.
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