Bad hires cost your company a lot in terms of money to morale. And while the occasional bad hire is unavoidable, it’s possible to minimize the mistakes and maximize good hires with the right approach.


Let’s count down five savvy strategies for avoiding bad hires and creating an inspired, engaged and productive workforce.
1. Look Inward

Before turning the focus outward to candidates, take a look inward. What about your organization is compelling to today’s job applicants? Have you done what you can to cultivate an authentic and appealing corporate culture? In other words, have you given the best and brightest candidates a reason to work for you? In a world where the majority of candidates do their research online before applying, are you marketing your business and brand in the most compelling way?

2. Know Your Candidate

While understanding your ideal candidate may seem like a simple concept, many recruiters undertake the process with a thorough grasp of the job description, but limited comprehension of the ideal candidate to fill the position. One simple way is to consider your current workforce. Which employees are thriving and which are failing to deliver? What characteristics are shared or lacked in these groupings? In addition to evaluating quantifiable “hard” skills, it’s also essential to profile candidates for more qualitative “soft” traits.

All of this begs the question: once you’ve determined your ideal candidate, where do you find him? A proactive approach to recruiting — one which identifies where the best candidates spend their time — can help you access the most promising talent communities.

3. Take Your Time

While recruiters may feel the pressure to fill positions quickly, doing so significantly increases the chances of making costly bad hires. Consider Google. The corporate juggernaut has an inalterable hiring process, along with resolute standards when it comes to hiring. While you may not be Google, you can apply similar practices to your own approach. Keep in mind that a desperate bad hire will cost you significantly more in the long run than waiting to find the perfect candidate.

4. Use Your Resources

Just because a candidate looks perfect on paper doesn’t mean his strengths translate to the real-world workplace. Lucky for you, there are plenty of opportunities to assess the latter prior to hiring. From interviews to reference checks, use these parts of the process to listen and learn. Both candidates and references speak volumes in what they say and how they say it. Keeping the focus on behavioral-based, data-driven questions lets you use past behaviors to predict future outcomes. In addition to helping you identify candidates with proven results, this approach also helps recruiters avoid hiring bias.

5. Beyond Marketing

While sales is a large part of recruiting, so is the ability to determine what motivates candidates in order to make a meaningful match. Finding the intersection of the right job with the right person — not just in terms of skills, but in terms of what motivates them — is the key to success.

And remember: your job isn’t done when you’ve made the hire. Strategic onboarding initiatives can help new hires acclimate to the culture in order to immediately begin making a contribution. Failure to implement an effective and engaging onboarding plan, meanwhile, jeopardizes any employee’s job satisfaction and productivity.

To know more about how WittyParrot can help HR professionals and recruiters automate and personalize candidate outreach to build the talent pipeline watch the video below.

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