Mark just completed his first month in the “Dream-Company” and is
having a dinner in a plush restaurant with his wife celebrating; pop goes the wine and a surprise short message…
“I think I will QUIT my current Organization, I think I am a MISFIT here”
The Dinner ends and our our story begins, what went wrong with Mark’s Hiring??
Faulty Process…Culturally Misfit…Misevaluation…Technical or Attitude issues…Faulty Background Verification … Reasons may be Many ….
Mark has gone through a series of interviews, relevant workplace behavioral assessments and internal vetting procedures in an effort to secure the right candidate.
…So, what went wrong??…Well, it’s a classic case of “cultural misfit.” (in this case specifically)
Who’s fault is it? … Mark’s or the Organization (Decision Makers)?? Could it had been avoided? …
This is a clear case where human wins over the software !!
With technology comes innovation in the interview process and it has become much more dynamic in the recent times.
Does technology fail to evaluate the perfect candidate to organizational culture
I believe this is where a candidate’s interaction with different groups in the organization becomes critical. This can be seen as strategy to evaluate the fitment in the group and not just job role.
Here is a shocker again Harvard says as much as “80% of employee turnover is due to bad hiring decisions” and the Cost sky rocket too. SHRM also found that the higher the person’s position and the longer they remain in that position, the more it will cost to replace him or her.
Though the consequences could be dangerous but there are also some non quantified costs like high attrition, low productivity, low morale, less productivity, employee disengagement and motivation which actually affect the organization culture. The ripple effect is being created on non performance issues.
Looks obvious …Really? Why Bad Hiring happens?
A recent survey by Robert Half showed that one-third (36%) of 1,400 executives surveyed felt the top factor leading to a failed hire, aside from performance issues, is a poor skills match. The second most common reason (30%) was unclear performance objectives…
There are two aspects to job description; the job definition and the skills needed to complete the desired job.
Here is the gap …
Do we really know what is required to be done? Or What skills are needed to do the job?
It is hence always advisable to involve people who actually do the desired job to write the job description to avoid any gap between the desired and the actuality i.e. avoid any mis-communication about what’s required to do a successful job.
What about a scenario when an organization faces candidate’s misinformation?
There might arise situations where the Candidate(s) gets away with intentional hidden facts during the interview and they are actually not qualified to competently perform the job. Or, it may be, they failed to inform about any previous offences and than try to defraud the company.
Whatever be the reasons, Bad Hire Costs and if it turns out to be Bad Decision it will go Nuclear. All this plus the rolling effect of passing the buck of responsibility, HR to the Hiring Managers and so on, affecting the Team Morale, Motivation and overall Cultural Poisoning…
So what can be done? Some Tips for Better Hires
- Detail the Job Role: A detailed job description will help reduce the number of unfit candidature
- Match the Unsaid Expectations: Employers that don’t take soft skills such as leadership and communication into account may set themselves up for a bad match
- Create A Connect:Hiring is more than just recruiting. Building trust, loyalty and talking to evaluate personally the expectations and inner strengths
- Reference Check:Speak to qualify references. Better late than Sorry. Don’t hesitate to say Hi through the right channels to get the confidence on desired candidate
- Sell your Value and not Culture: Culture is Experienced and not Said. Show the opportunity and match the Expectations
And Above All …
Hiring the Right Candidate Takes Time …
The most important asset to any business or any organization is its people.. Taking shortcuts to build your team may ease immediate growing pains, but may create regrets in the long-term.
Time and patience are the key towards developing a culture of Better Hire !