The interview is perhaps the single most important step in the hiring process—it determines who enters your organization and directly influences your company culture, quality, safety, and even client relationships. Within the interview process, asking the right questions is critical to making informed, consistent hiring decisions.
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.
Better understanding a candidate's motives can help you measure their fit in the organizational culture and alignment with the company's core values. An employee who feels drawn to the mission and vision of the organization or who is seeking more challenge in their work, for example, may score higher than a candidate who thought the job would be easy or who doesn't like a current leader.
All of your employees will face adversity and each will be required to work with imperfect coworkers and clients. Look for a candidate who takes ownership for the relationship, seeking to better understand other perspectives and address differences respectfully and directly.
Look for candidates who consider all of the viewpoints presented in the dilemma without labeling or making judgments about intentions, dividing the team into right and wrong or good and evil. Additionally, seek out candidates who sought to work through the dilemma collaboratively.
A candidate's questions are often the best reflection of their motives. A candidate who says they were drawn to the mission and vision of the organization should ask questions about company culture, retention, or philanthropy; if they bring only inquiries about pay and benefits or hours, that might indicate well-rehearsed but disingenuous responses to previous questions.
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.
Need help refining your hiring strategy? Axcet HR Solutions is here to support you with expert HR guidance tailored to small and mid-sized businesses. Schedule a free consultation today and take the guesswork out of your next hire.
Written by
Lacey serves as a Human Resources Consultant for Axcet. Her passion is assisting her clients in creating safe, compliant, and effective work environments for their employees. Prior to joining the Axcet team, she provided HR services within the banking and mortgage industries. Lacey holds a Bachelor's degree in Business Administration from Kansas State University and is SHRM-CP certified.
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