As a HR manager or Recruitment Specialist, you know that the people you hire are the driving force behind your business’ success.
This involves forming the right team and nurturing an internal culture of aligned values that will contribute positively to the business. However, without a thorough recruitment process, you risk making a bad hire and jeopardising the organisation’s culture and reputation in the process.
That’s why it’s so important to ensure that your recruitment process is not only comprehensive but also adaptive to the ever-evolving landscape of the workplace, especially in today’s digital age.
What is a bad hire?
A bad hire is any employee who has a negative impact on your team or organisation’s productivity, morale, reputation or culture.
There are many consequences associated with a bad hire, such as:
- ongoing poor performance
- disagreements with other team members
- negative shifts in your team’s attitude and motivation
- detrimental impacts on revenue, customers and brand reputation
As a HR manager or Recruitment Specialist, it’s important to understand the cost of a bad hire, and the ongoing impact that this can have on your organisation.
Fortunately, with the right recruitment process, you can mitigate the risks involved in hiring and make more informed decisions around each candidate.
How to protect your organisation against bad hires
While the traditional hiring process may have changed significantly in recent years with the rise of remote work and the shift in the digital landscape, the fundamentals are all still there.
Protecting your organisation simply comes down to continually improving your hiring process and using the right screening techniques to help you filter the bad hires from the good ones before they can cause any cultural, financial or reputational damage.
Here are 5 ways that you can improve your hiring process:
1. Don’t rush the process
All organisations want to fill vacant positions as quickly as possible. However, skipping screening steps in the hiring process can lead to placing candidates that are not a great fit. Take the time to thoroughly evaluate your candidates and determine which one is the best fit for the role. It will save you time in the long run.
2. Write a thorough job description
When you advertise the vacant role, it’s important to give your audience as much information as you can, including role description, required skills/qualifications, and company values. This helps to attract the right sort of candidates for your role.
3. Utilise assessments for candidates
Asking your candidates to complete an assessment designed to ensure they are competent in the skills required for the role will help you to eliminate applicants that may not have been upfront about their abilities. This will save your organisation both time and money by screening out unsuitable applicants early, allowing you to focus on the start candidates.
4. Streamline your interviews
The interview is one of the most important parts of the hiring process. Ensure that you develop a uniform interview structure to be used with each candidate. This is especially important if there will be multiple people conducting the interviews, as it will help your ability to directly compare candidates. Think about how you can minimise the number of interviews a candidate has – too many interviews can be a big turn off for candidates.
5. Implement background checks
Comprehensive background checks help to mitigate the risks involved in hiring the wrong candidate.
While reference checks and police checks are an important part of a robust screening process, a digital footprint check gives you insight into the online life of candidates, such as their online behaviour, social media conduct, and the content that they have published. A social media check can reveal cultural fit indicators that don’t present during the limited time you spend with the candidate in interviews. It’s a great way of ensuring that your future employee will be able to comply with your code of conduct and social media policies.
Transforming the recruitment process through digital footprint checks
As we continue to progress into the digital space, it’s important to adapt to the changing trends, both online and offline, that have a direct impact on your workforce management.
Incorporating digital footprint checks into your hiring process helps to ensure that your chosen candidates share similar values with your organisation and don’t pose a risk to you, either financially or reputationally. As with anything, it’s better to be proactive rather than reactive in the recruitment process.
Learn more about social media screening and digital footprint checks
We know that preventing bad hires and helping build a stronger internal culture are your biggest priorities when it comes to recruitment.
Fortunately, you can rely on digital footprint checks to make the process more reliable, comprehensive and thorough. These will allow you to effectively screen potential candidates and help find ideal employees who will both protect your organisation’s brand image and drive your success.
To support you and your recruitment process, we’ve prepared a free, downloadable eBook that has been written for forward-thinking HR professionals. It offers a complete guide to digital footprint checks and will answer all your social media check questions.
Get your free copy of The Ultimate Guide to Digital Footprint Checks now.