After conducting effective job candidate interviews, it’s time to select the candidates you believe will provide the best possible match for the job duties and culture of your small business.
And, as we both know, this is no easy task. And it can be very expensive.
Did you know that a study by the Society for Human Resource Management estimated that it can cost a company $3,500 to replace an employee that is only paid $8 an hour? When a business makes a bad hire, this can cost the company not only thousands of dollars in wages, time spent training, etc., but can introduce a candidate that may negatively affect the workplace through lost production, performance, and more.
So, how do we lay the groundwork for a good selection process that increases the likelihood of a good hire and reduces the chance for a bad hire?
Here are a few guidelines that can serve as a basis to ensure you hire the right person from the beginning and utilize a fair selection process.
- Anchor yourself to the hiring criteria. In the selection process, it’s important that the hiring criteria you first established serves as a strict guide throughout the evaluation process. It’s acceptable to change the criteria, but the changes made shouldn’t be done to better accommodate one of the candidates in particular.
- Avoid “top of mind” syndrome. Stay alert to any unnecessary factors that can cause distortion may help you avoid selecting some candidates over others for the wrong reasons. An example of “top of mind” syndrome might be selecting a candidate that was interviewed later in the hiring process because he is fresher in the minds of the interviewer and not because he was more qualified than another.
- Make checking references a priority. Inform the candidate that you’ll be checking references. This could help ensure that the answers the candidate provides during the interview are truthful. Also, checking references yourself is a great way to gain insight from a former supervisor on how to best manage the individual should they become your employee.
- Administer pre-employment tests. These tests can help determine if an applicant meets the minimum qualifications for the position and can be a good prediction for how the applicant will perform and behave in the workplace.
- Run a background check on the potential candidate. This is done to uncover any potential problems not revealed by previous testing and interviews. There are many different pre-employment background checks that can be done, however, a word of caution, it’s important to know the laws governing these background checks to avoid any legal issues.
The selection process can be long and difficult with loads of responsibility for the recruiter in charge of making the final decision. While we’ve provided a few guidelines that can help ease the selection process, remember there is much more information that can be discussed about this process.
There are many local consulting services that can help a business out with the selection process including the Kansas Small Business Development Center and the Management Development Center. Other general websites including the Society for Human Resource Management, Workforce, and the conversational HR Bartender blog can provide tips and ideas as well.
About our Author
Saul Sanchez is a Human Resources undergraduate student studying at Fort Hays State University. He blends his classroom education with real world learning working with FHSU’s Management Development Center (MDC) as a student intern. He takes his learning one step further by guest blogging about small business HR issues via a co-operative learning opportunity developed between the FHSU MDC and the Kansas SBDC.