It’s often said that the easy part of running a business is the business part. Selling, creating and marketing: they’re all things that businesses owners are generally good at.
What business owners and managers don’t find so easy is the people part. In fact, hiring the wrong people can lead to a damaging effect on the bottom line. Every bad hire can end up costing businesses between $25,000 and $50,000 just in wages. And that doesn’t include all of the extra costs like desks, computers and training either.
It’s not only problems on the employee’s side that are cause for concern either. Many businesses owners fail to secure the right conditions for employees once people have been hired. And these mistakes inevitably lead to problems down the road.
So with that said, what are the mistakes that businesses are making? And what can be done about them?
They Don’t Communicate On A Social Level
To really find out what a person is like, you have to get them to open up a little. But the problem for businesses is that interviews are hardly the place in which people open up. In fact, asking questions about a person’s personal life during the interview is nothing other than awkward.
Businesses often don’t get a clear picture of a candidate from the interview. Candidates simply don their game face, and never truly open up. In other words, you’re only ever seeing a small part of the person. Most businesses will hire on the basis of the interview alone and not try to find out how easy a person is to get along with. Of course, you don’t need me to tell you why this might be a problem.
That’s why businesses should do all they can come the day of the interview to socialize with any prospective employee. It should be a chance to get to know all aspects of the person, not whether they have the technical skills to do the job.
They Don’t Snoop On Social Media
On the subject of getting to know your candidate, you’d be amazed at what people are willing to disclose on social media. If you have an HR department, here is your chance to find out what a candidate is really like.
Analyzing your candidate on social media is a great move for many types of business. In fact, most Fortune 500 companies recruit employees through sites like Facebook and LinkedIn. But all too often companies forgo the valuable information that they can glean from these sites. Instead, they prefer to go the old-fashioned route, and that’s when they make costly errors.
They Don’t Have An Absence Policy
It’s no secret that businesses depend on people. But most companies only really find out how dependent they are on people when those people take unexpected absences.
Suppose for instance that an employee suffers a bereavement. According to the bereavement leave guide by Peninsula Group, employers have to give employees time off when a dependent dies. And there is no telling just how long that leave will last.
Most employers don’t have a contingency plan to cover the work and continue operations. In fact, unexpected leave can be an important issue for employers, and it can often be hard to find cover.
There will be times when some team members unexpectedly take time off. That’s why it’s a good idea to make sure that your business can continue without certain people. The rest of the team should be able to step in, and each do a bit of their job in their absence.
They Don’t Agree With Your Culture
Academics tend to think that businesses are all the same. They’re just in the business of making money, and they’re all interchangeable. But this is not true. Each business has its own culture that is a reflection of the people who work for it.
And that’s a big deal when it comes to hiring people. Often businesses will interview a candidate without reference to the culture. Come the first day on the job; the new employee feels like they’re in a foreign land.
This obviously has knock-on effects on their happiness and productivity. All too often a culture in a business will jar with a candidate’s personality. And this can lead to wasted time, money and effort.
Usually, there isn’t a problem with your businesses’ culture. After all, if the culture were bad, you’d unlikely be in business right now. Usually, the problem is the candidate’s attitude to work. This is where references from previous employers can really come in handy. If a candidate was not able to get along with people in the past, they probably won’t get along with people in the future.
They Hire On The Basis Of The Resume Alone
A disturbingly high number of people lie on their resume. And yet businesses continue to dole out jobs based on a person’s CV.
Often CVs look very impressive on the surface. But a little digging can quickly unearth defects.
The best way to solve this problem is to find smart ways to assess a person’s capacity to learn. Perhaps you could organize a series of problem-solving activities for your candidates. This way you’ll be able to find out whether they do have the analytical and learning skills they claim to have.
They Don’t Check Their Motives
One of the best ways for employees to get paid more is to switch jobs frequently. But this is bad news for the companies that employ them. Most companies want somebody who is going to be with the company long term because their operations are long term. But they can often come unstuck when they don’t check employee history.
What employers should really be looking for is a candidate who is committed to their career. They should be looking out for whether a person has been regularly switching jobs or not. Unless you want somebody for 3 to 6 months, it’s best to skip over the switchers.
Loyal employees, on the other hand, save you both time and money in the long-run.