Don’t Waste Your Time on Poor Performers
For those of you who are left at the end of the day wondering where the time went, a new survey may have the answer. Chief financial officers (CFOs) that were surveyed by Robert Half International, said that, on average, supervisors spend 17 percent of their time overseeing poorly performing employees.
However, managers aren’t the only ones affected by a bad hire. Of those surveyed, 95 percent said a poor hiring decision at least somewhat impacts the morale of the team. In retrospect, poor hires can usually be avoided if managers had just given a little more attention during the hiring process. Below are five “don’ts” to remember next time you start the hiring process:
Don’t go it alone. Utilize your colleagues and seek out their thoughts on needed attributes and skills in a new hire.
Don’t think the Internet has all the answers. While online tools are valuable, personal interaction is the most crucial part of the hiring process.
Don’t take too long. Once you find the right candidate, extend an offer immediately. Companies slow to act risk losing top candidates to other opportunities.
Don’t offer a low salary. Offer a compensation package that is in line with, or better than the current market standard.
Don’t fail to differentiate between must-have and nice-to-have attributes. Make sure you have clearly defined the mandatory skills you’re looking for.
The goal of a hire is to find the best match for the job and your work environment. For more information on how to avoid making a bad hire, visit Accounting Web.