To Hire or Not To Hire – That is the Question! Anxiety about making a wrong hiring decision can paralyze even the most experienced hiring manager. A poor hire can result if one candidate is so immediately impressive or if there are too many qualified candidates.
Before posting the job vacancy, an in-depth analysis of the position must occur. Every vacant position must be viewed as a totally new opportunity. The position has to be evaluated in terms of clear and specific job duties, required skills both with job duties and interpersonal interactions, educational requirements, and performance objectives.
Another solution to avoid hiring mistakes is to delay the hiring decision.
Most interviewers make a go or not go decision on a potential candidate within the first 30 seconds. Relying on the first impression can destroy the ability of the interviewer to make an accurate hiring decision. Instead of thirty seconds, the interviewer needs to take at least 30 minutes to accurately evaluate a candidate. Even 30 minutes may be too short a time for a decision. Time can be useful for reflection and possibly arranging for a second interview or a group panel evaluation.
Another unique alternative is to utilize an audition to accurately evaluate the candidate’s performance. The candidate is allowed to work in the position for a set period of time. Usually the candidate is paid as a consultant for a few hours, days, or even weeks. If the candidate is still employed, night or weekends might be utilized. This working in the job position will allow the employer and the candidate to more adequately evaluate if the candidate is a good fit for the position.
After the candidate has been hired, it is extremely important to regularly assess the new hire for the first 45 to 90 days. The assessment should include feedback from the new hire’s supervisor, co-workers, and the new hire. This is the optimal time period in which to deal with any issues, either in terms of work performance or interpersonal communication. If problems are identified, corrective actions can begin. Even with corrective actions, termination may become necessary. The termination of a new hire brings to an end the frustration of the new hire and the organization. This allows everyone to proceed down a more positive path.
