A bad hire can cost your company £50,000 — at least 27 percent of companies surveyed by CareerBuilder have found this to be true. In 10 of the world’s largest economies, more than half of employers have experienced the bad effects of a bad hire, such as productivity and revenue loss, negative effects on employee morale, and eventually, the cost to hire and train another employee.
In an ideal world, there would be no bad employees. Unfortunately, the world is what it is and hiring can leave your business in a precarious situation. In the absence of a world filled with marvelously productive and talented workers, you have the next best thing: the keen sense to hire the good and not the bad.
There is no Jedi mind trick involved here. Just a sound and strategic interview process, where you get to ask key questions that reveal whom to hire.
Here are some questions that help you identify workers you would be better to avoid and find good ones who will grow with the company in the long term.
“What are your hobbies?”
Start off with a relaxing, introductory question to help the candidate feel at ease — so at ease that they would easily give a lot of information about themselves. Hobbies can reveal skills, which might relate to the job. Another introductory type of question to ask is the standard, “Tell me about yourself.”
“Tell me five things you didn’t like about your previous job, or don’t like about your current job.”
Indeed, it’s a toxic question, but it has the power to unveil a potentially toxic employee. It’s also the type of question that will give you proper insight into the character of the candidate.
“Was there ever an instance you had a professional problem and how did you deal with it?”
Instead of just asking “Are you a team player,” uncover behavioural issues through situation-based questions.
Every employee, at some point, has had professional problems. The best candidates will relate creative and sound resolutions to problems encountered. Candidates who respond with sketchy details and end up blaming other people might not be a good fit for your company.
“Can you talk to me about how you handled things when your job or situation changed? Did your work habits change, too?”
In an era wherein what you know today could become obsolete tomorrow, you will need employees who are “future-proof” (i.e. agile learners).
Experienced employees are fine, but to grow consistently and successfully, you need to build a reliable team that not only knows how to learn as things change but is also open to learning.
“What can you tell me about your boss?”
Some employees might hold a grudge. You do not want to bring that sort of energy into your working environment.
A candidate who ends up complaining about his or her previous boss will find something to complain about in a new workplace.
This could also reveal how the candidate works with or without supervision.
“Where do you see yourself five to 10 years from now?”
Finally, get an idea of your potential employee’s career vision. You’ll want to find out if the candidate is truly right for the role and wants to stay with your company for a very long time.
The Employer Toolbox is a low investment, high value resource that may assist you in this area.