HR Magazine reports that, according to research by Spring Personnel, 18% of new employees don’t successfully make it through their probation period. The most common factor cited was poor performance (62%). Considering the costs of hiring, training, and then replacing employees who don’t work out, it makes sense for companies to take a hard look at their hiring processes.
How structured is your hiring process? Here are some points to consider before you schedule your next interview:
Have a thorough understanding of the position you are filling.
Can you clearly explain the responsibilities and expectations of the position and is that description in sync with the rest of the team or department?
If you are hiring for a vacated position (rather than a newly created one), have you determined what if any changes need to be made to the job description? Did you get useful feedback from the person leaving that can be applied to the interview process?
Ask the right questions.
Interviews shouldn’t be about tripping someone up with disarming questions; they should be a productive use of both your time and each candidate’s time to determine if there is indeed a good fit. Take the opportunity to not only clearly explain the job, but also to determine if candidates truly know their stuff – in other words, don’t assume resumes are 100% accurate.
Know the capabilities of your interviewers.
Be sure the interviewers are trained in and comfortable with the interview process, and thoroughly understand the objectives. Consider having multiple people involved to get a range of opinions on candidates.