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When you’re looking to hire new people, you need to consider all potential risks in new hires. They may turn out to be bad hires, who are unpleasant or don’t have a good work ethic. Even with the best interview system in the world, hiring managers sometimes make the wrong choice. Plus, there are some risks that come with changes in the organization. If you need to increase a department’s workforce, the position may have to change. Or, perhaps the position needs to be streamlined. Finally, there may be legal issues with a hire.

 

How do you minimize all these risks as much as possible? Here’s how.

 

1.) Reducing the Risk of Bad Hires

“Bad hire” is an elastic term, but it usually means the person isn’t working out in the position. A bad hire usually makes itself known quickly as well.

 

It could be they goof off chronically, or are late three days out of five. It could be they indicated proficiency in certain software, which they can’t manage in a way that benefits the department. Perhaps it was a stretch position, and they don’t demonstrate stretch ability. Maybe they have personal issues with nearly everyone in the department.

 

Reducing and eliminating the risk of bad hires is part of a careful, thorough evaluation of candidates. It’s always wise to ask for multiple references. Ask for evaluations of work characteristics (reliability, punctuality) and work performance. Ask how the candidate did in specific scenarios, analogous to the ones you are hiring for. It’s also a good idea to test candidates for proficiency in needed software and tasks.

 

A staffing agency can help check references and interview former supervisors to help you pinpoint potential bad hires. They can also test proficiency in needed tasks.

 

2.) Reducing the Risk of Wrong Choices

It’s happened to the best of hiring managers. You had three relatively strong candidates. You choose. And as time went on, you realized the person was simply the wrong choice for the position. They don’t demonstrate the soft skills required, like teamwork and flexibility. Or you rely on them for crunching data, only to find their reports strewn with errors.

 

Wrong choices are the bane of every hiring manager. Be sure to ask interview questions that help you assess how the person will perform in the role. Open-ended interview questions can elicit these best, such as “describe a time you went above and beyond.” It helps you identify what the candidate thinks is good performance.

 

Reducing risk here follows the same rules as avoiding bad hires. Perform a careful, planned review of the candidate’s past performance. How someone has performed in the past is very likely how they will perform for you. Avoid hiring someone who has demonstrated challenges either with soft or hard skills.

 

A staffing agency can help you develop focused interview questions and styles. They can assist with interviews or handle them entirely. A staffing agency can help your organization do reference and background checks and assess their skills with tests.

 

Finally, for both bad hires and wrong choices, temporary employees can minimize risk. Using a temporary hire allows employers to see the employee in action, rather than relying on interview responses, which are never infallible as a predictor.

 

3.) What If Your Business Structure Changes?

One of the perils of hiring is potential changes in business structure. If you need to expand, consolidate positions or downsize, you may need to hire more people quickly, eliminate or reassign some positions, or let people go who were only recently hired. All of these moves are time-consuming and expensive. They can conflict with cost containment initiatives and negatively hit revenue.

 

A temporary hire can also be an ideal solution if your organization plans business structure changes. You can staff up, consolidate or eliminate positions at minimal cost and with minimal time expenditure.

 

4.)What If There Are Legal Issues?

Finding out a job candidate has legal issues is something no employer wants to hear. It could be everything from former difficulties with the law to visa issues, but legal issues can delay or derail a hire and be a headache for the organization. Costs, productivity and implications can all impact the company and its plans negatively.

 

The key to avoiding legal issues is to thoroughly vet and screen employees. The application should be detailed and reviewed thoroughly to make sure legal issues are caught before they can impact the hiring process.

 

A staffing agency can professionally review legal requirements. They can also screen and perform background checks on employees.

 

Graham Staffing Services Can Help!

Reducing risk in hiring requires careful attention to the hiring process and using all the resources available. Graham Staffing Services can help employers with temporary and permanent placement and reduce the risks associated with hiring new people. We can serve your needs. Contact us at your convenience to discuss how we can help.

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