Reducing the Risk of a Bad Hire

Working with Clarity Appointments

It's simple to get it wrong when hiring for your team. I am being very (perhaps too) open with you when I say I have got it wrong for my own business many times in twelve years yet am, as you might expect, heralded by my customers as very much the expert recruiter. The recruitment sector, is in fact, notorious for being bad at hiring for themselves, perhaps because those that enter recruitment for the first time have no clue how difficult it can be and those of us responsible for hiring them too easily forget the huge volume of support and training it takes to make a great recruiter.

In order to reduce the risk of a bad hire you have to cover all bases including understanding what sort of person you want and need at the outset, attracting the right people with a relevant and thorough recruitment campaign, by being open and honest with applicants so that they understand your organisation and the vacancy, undertaking a robust selection process, plus the need to be brutally honest with yourself about the candidates you are considering. Too often we hire people we like, feel with have a connection with, maybe we could train, but can easily overlook the fact that they are not likely to cut it.

I have personally had the most success by outsourcing part of the process to ensure I remain objective, including undertaking psychometric testing and asking an HR professional who knows my business to sit in on second interviews. This has also allowed me to be able to sit back and observe during the interview rather than firing questions and scribbling responses without absorbing and analysing the responses.

I understand first hand how costly it can be to spend money on hiring, training and losing people as well as the detrimental effect it has on the existing team when I get it wrong.

And despite what I do for a living, I feel no shame in asking for help sometimes. It works.

Clare Wight, Managing Director


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