Many hiring managers believe that the occasional bad hire is simply unavoidable. After all, you only have so much time to get to know a candidate, so it’s bound to happen, right? Actually, that’s not necessarily true.
Sometimes, ending up with a less than ideal new hire has more to do with flaws in the hiring process than anything else, and neglecting its role in recruitment means you aren’t actively working to ensure you don’t get the same result next time. That means you need to be open to making changes to help you improve if you want to practically guarantee you’ll always hire the right light industrial worker in the future.
Luckily, there are methods for improving your processes, so you achieve higher-quality results. Here’s how to get started.
Create a Plan Every Time
Each vacancy requires a new planning session because, in the end, no two instances are exactly alike. Even when you’re hiring for a common role, the factors surrounding the position has changed. You may have certain skill gaps that need covering or specific tasks that need to be given priority, and those often change every time you look to fill a vacancy. This means planning is paramount every time around, so make sure to review what your current light industrial team needs to thrive, and create a job posting designed specifically to attract that candidate.
Complete Phone Screenings
Once you’ve identified the most important skills, consider using a quick phone screening to narrow down the number of applicants. This process is often easier to coordinate than formal interviews and gives you an efficient method for eliminating candidates who don’t have the right skill set. Then, you can move forward with in-person interviews with only those job seekers who have the potential to meet your needs, improving the quality of the match while saving time and energy along the way.
Always Check References
If it appears a candidate has the right skills, and they’ve used them in a previous workplace, don’t be afraid to reach out to their references to see how well they performed on the job. Since you know what you’re looking for, you can ask about those traits specifically, ensuring the job seeker can meet the demands of the position. It also gives you an opportunity to explore other relevant characteristics, such as their reliability and punctuality, to make sure you select the right person for the position.
Share Salary Details Early
It isn’t uncommon for companies to be somewhat protective of the salary information. However, this can actually harm your chances of finding an ideal candidate. Typically, job seekers have specific pay expectations in mind and, if yours don’t measure up, they’ll likely remove themselves from contention. If this happens later in the process, such as after the phone screenings, you may find that none of your remaining candidates are willing to accept the position at that rate.
When possible, consider listing a salary range in the job announcement, or at least discussing it during the phone screenings. That way, everyone is informed early, and only candidates who are open to working for that rate will move forward into the later rounds.
Get Expert Support
Sometimes, the easiest method for increasing your chances of finding the perfect light industrial employee the first time is to enlist the help of experts, like the recruitment professionals at Bayside Solutions. Contact us to discuss how our skilled team of recruiters can help you get your ideal results the first time, ever time.