The average cost per hire has increased tremendously in India. This means if companies are not hiring the right fit candidates, then cost of selecting wrong candidate can run into thousands or even millions of dollars. In fact, bad hiring decision have a significant impact on company’s client relations and productivity. Not to mention, it negatively impacts company’s image and productivity. It is, therefore, a critical imperative of hiring managers to tap high potential employees who are not only a right match for the job but also for the company culture and values.
Here are three ways how as a hiring manager you can hire a perfect fit who is excited about company’s goals and will go an extra mile to achieve them:
1. Know your company’s value
The first step in hiring the right talent is analysing company’s values and culture and determining how each value is expected to manifest in your employees. For instance, if your company wants passionate employee then a new hire should have the thirst for the company’s success and should always look for ways to inspire others with their desire for excellence. Keeping such value-based behaviour in mind will help hiring managers’ employ a good job-company-boss-fit. One thing that companies can do is to train hiring managers on the firm’s mission and core values. It will help them better determine the behaviour and action that a candidate is expected to have for being a true fit.
2. Hire curious people who learn fast
Businesses are set to continually evolve. This means it is a no longer enough to hire employees with just domain knowledge or who are a cookie-cutter image of rest of the employees. In order to help organisations stay ahead of the curve, right talent is one that has mind-set for growth, a visionary working style and aptitude of picking up skills. Hiring managers must understand that even the most carefully crafted job description cannot capture all these aspects in a candidate. What they need to do is create complete inventory of what they are looking in a true fit candidate ranging from leadership style to problem solving style to the type of personality the candidate is.
3. Make talent recruitment a continuous effort
While every company deals from employee turnover, a productive organisation is one that proactively builds its talent pipeline. This not only help companies avoid the cost of vacant positions but reduce the wait time for finding the potential performer. Keep the lines of communication open with the right talent. In addition while interviewing such talent maximise interaction and ask a variety of questions such as what do they do in their free time or what is the best and worst quality in their previous boss. Such questions will help measure the candidate against your organisation’s job-company-boss fit benchmark.
A win-win for both company and employee
Recruiting new hires that epitomise company’s value as well as have high emotional intelligence and stress management skills, help bolster company’s mission and vision. This not only has a positive impact on organisation’s bottom line but help minimise turnover. In addition, with today’s millennial workforce seeking for positions that are suited to their values and technical skills, hiring a job-company-boss fit candidate is a win-win for both company and employee.