hiring wrong guy

How to Avoid Hiring the ‘Wrong Guy’ in Your Business?

The secret to success is not on saying ‘yes’ but on saying ‘no.’ This was the subject during the 2015 Forbes Women’s Women’s Summit where successful women entrepreneurs gathered to share their best practices and tips to success where they all agreed that saying ‘no’ is more powerful than saying ‘yes.’

Hiring managers should realize how to harness this ‘hidden power’ in order to avoid hiring the wrong guy in your business.

Tip #1: Search for Evidence

Most job applicants prefer to tell you what you want to hear during the interview. Everybody claims to be hardworking, dependable and has an interest in current affairs.

That is why you need to be very specific as you seek to proof this information. Ask for specific situations where these individuals demonstrated their skills in their previous assignments. Knowledgeable and confident job applicants will welcome such an opportunity of breaking from interview speaking and showcase their talent and experience. On the other hand, braggers may become nervous on their chairs. It’s also advisable to take a day or so and test the technical skills of all the job applicants. You should never take anything for granted if you want to hire the right guys.

Tip #2: Stick to the Job Specification

You have to put down a clear job specification detailing the required experience and skills  requires and stick to it. You should avoid giving the wrong job to the right person. Avoid the temptation of snaffling a talent yet the individual does not perfectly fit into the job. Such a selection cannot work for both of you if the candidate does not suit the job. Never hire just because you need the individual on board. You may come across candidates who are full of promise or overqualified but may be bored or are out of their depth and lose motivation very fast.

Tip #3: Interview twice

The first impression counts so much but the second interview is more revealing. It’s the best chance to explore further and reassess the candidate’s gut feelings, culture fit, and personality. The best candidates will always seek to learn from the lessons they picked from the first interview. Be keen to note any candidates who have nothing new to put across. Take this chance to get the second opinion from the team and colleagues who will work with the successful candidate. It’s good to change the interview location to see their response to a new environment.

Tip #4: How bad does the candidate want the job?

Ask yourself whether the applicant wants this job or is looking for any work. Anyone who genuinely wants to work for your company should have done his assignment very well. Avoid guys who just go through the ‘About Us’ section on your web. Seek their opinion on the identity of the company, culture, competitors, position in the market, and why these features are appealing to them.

Tip # 5: Speak to the Referees

Never assume that you have the right person for the task and avoid calling the referees. There is nothing wrong in giving a bad reference for a candidate. However, the reference has to be fair and an accurate representation of how the employee spends his time in the company. This is why most employers refuse to give reference instead of providing a bad one. You should be careful with candidates that have no reference from their previous employer since it may be a bad sign. Instead of seeking for a reference, you can send a set of questions or form on potential areas of concern, specific performance elements, and aptitude. This approach will assist you to get more information about the candidate.