The cost of a bad hire extends to more than an organization\u2019s bottom line,\u00a0and\u00a0it\u2019s\u00a0a risk easily avoided with proper qualification strategies in place\u00a0during the recruitment process.\u00a0\u00a0<\/p>
Recruiting,\u00a0hiring\u00a0and training new employees is\u00a0arguably one\u00a0of the most critical aspects to an organization\u2019s success, and the cost of selecting\u00a0and onboarding the\u00a0wrong candidate\u00a0is an expensive one — about 30 per<\/a>\u00a0<\/a>cent<\/a> of an employee\u2019s first year salary.\u00a0Yet, the\u00a0true cost\u00a0of a bad hire can extend to affecting company morale,\u00a0security\u00a0and privacy,\u00a0culture\u00a0and employer branding.\u00a0<\/p> To avoid the frustration and cost of a bad hire,\u00a0it\u2019s\u00a0important to take turnover into consideration: Why is it happening?\u00a0\u00a0<\/p> In today\u2019s tight, candidate driven labor market, it\u2019s\u00a0increasingly difficult\u00a0to get the right person<\/a> in the right place at the right time. Yet, when it\u2019s a race to fill roles and complete projects, unqualified talent has a tendency to slip through the cracks \u2013 and it all starts with their resumes.\u00a0\u00a0<\/p> <\/p> More often than not,\u00a0onboarding unqualified talent is the cause of high\u00a0turnover\u00a0in most organizations. And recruiting the wrong candidate begins with\u00a0HR professionals\u00a0making hiring decisions based on a\u00a0resume\u00a0alone.\u00a0<\/p> However,\u00a0the reality is,\u00a0relying strictly on a candidate\u2019s resume is a mistake that\u2019s too often made.\u00a0<\/p> A candidate\u2019s resume will highlight their skills, accomplishments and experience,\u00a0but it doesn\u2019t reveal the core competencies. For instance, how does the candidate\u00a0problem solve, are they capable of making data-driven decisions, how do they overcome the weaknesses not listed on their resume?\u00a0Resumes can\u2019t be verified until a trained\u00a0Hiring Manager\u00a0can qualify the skills and experience listed by asking probing questions during the interview process.\u00a0\u00a0It\u2019s\u00a0important to remember that resumes are written to highlight\u00a0strengths, and a deeper dive during the interview process is\u00a0required\u00a0to\u00a0truly\u00a0qualify\u00a0the right fit. <\/p> When screening resumes, below are a few tactics that can help assess whether a candidate has the skills and experience listed:\u00a0<\/p> A candidate’s resume will be as detailed as the amount of years of experience they have. A qualified candidate should have the relevant keywords to match the skill set that their Hiring Manager is seeking. If the resume is too general and is not specifically tailored to the position they are applying to, it is very likely that they are applying to multiple jobs and waiting for the first fish to bite. <\/p> Candidates may also include lots of “noise” in a resume to distract the Hiring Manager from their lack of actual experience. Noise can entail run-on sentences, irrelevant information, exaggerations, and ambiguity.<\/p> Dates on a resume can often be deceiving, especially if dates are stretched out to appear as longevity in a position only to cover up employment gaps. Running verification checks with the candidate\u2018s previous employer can debunk these cover-ups and give more insight into who your candidate is. <\/p> Long periods of freelance work with a personal company name may seem convenient to a Hiring Manager, however; it can also show the inability to acquire a job. Pay close attention to the dates, and ensure that freelance work is paired with other employment. If not, verify with your candidate the clients that they worked for while freelancing.<\/p> Use LinkedIn as a primary channel to pre-screen candidates, and ensure all dates and company names match up to the information they have sent you. Candidates are more likely to be honest with their profiles, as they’ll have connections with their previous companies and coworkers. Are there any companies listed on the resume that you do not recognize? Unrecognizable company names can either mean that they are illegitimate companies or nonexistent. Run Google checks on the names of companies that you do not recognize and asses their online presence.<\/p> “Skill stretching” is common. Often times, candidates who used an application a couple of times or only in school might have it appear as a professional skill on their resume. Highlight these skills and inquire where and when they were used. If needed, send them a test or offer a real-life scenario and have them walk through it with you. It\u2019s also important for Hiring Managers to seek reasons for departure. Was it career growth? Do they have any regrets – in the interview for their previous role, did the candidate wish they asked better probing questions of their own to determine if that opportunity was the right fit?\u00a0<\/p> Ensuring Hiring managers\u00a0are properly qualifying candidates and\u00a0then\u00a0selling the\u00a0role with compelling reasons why\u00a0candidates\u00a0should want to join the company are critical to success\u00a0\u2013 and avoiding the frustration and cost of a bad hire.\u00a0\u00a0<\/p> The Voice of Talent: Return to the Office Report<\/p> Procom recently surveyed over 1,000 knowledge workers to discover how and where they prefer to work as offices re-open across North America.<\/p> The Voice of Talent Report offers actionable insights into talent priorities and how employers can attract and retain talent now:<\/p> Access your complimentary copy<\/p> \u00a0<\/p>\t\t\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDownload report\n\t\t\t\t\t<\/a>\n\n\n The reality of resumes and the cost of a bad hire<\/strong><\/h1>
Resumes can\u2019t be\u00a0verified<\/strong>\u00a0<\/h3>
Check for resume vagueness<\/strong> <\/h3>
Assess for deceiving employment dates<\/strong> <\/h3>
Leverage LinkedIn<\/strong><\/h3>
Put their skills to the test<\/strong> <\/h3>