Hiring the wrong person for the job can be very time-consuming and expensive. Many qualified applicants are overlooked during the hiring process because of the superficial judgment made by the hiring manager. The common perception of hiring the right person for the job is that the recruiter can examine a potential candidate to determine if the applicant has the ability to perform the job requirements. Truthfully, applicants are not only required to be able to convince a recruiter he or she is capable of performing the duties of the position but also exhibits a great personality that fits the desired image of the organization.
An employee’s attitude may be more important these days in the development of a team working environment. A bad hire can cost the employers money due to the employees’ lack of productivity, lowering of co-workers morale within the office with useless gossip, or cause loss of clients’ by exhibiting poor customer service. To be fair, the recruiter should not be penalized for the bad hire as both the recruiter and the applicant have no knowledge of each other during the initial hiring process, only by what is written in the resume of the applicant. However, both the recruiter and the hiring manager have a responsibility to screen the candidates thoroughly during the ‘first impression’ phase of the interviewing process. Communication is the key. Ask questions that will uncover the applicants past or present characteristics or ethics of work behavior.
HR professionals should develop a solid job description of the position with the assistance of the hiring manager. Let the hiring manager describe what exactly he or she want in an ideal candidate. The interview process is a life-changing event for both the recruiter and the applicant. The recruiter may be changing someone’s life for the better, and the applicant will be starting a new chapter in his or her career. Telephone interviews to screen potential candidates do not always reveal the individuals personality or professional appearance. Recruiters potentially can pass over great candidates that fit the position by using this method. Proceed with caution if this is what ones chosen method of screening applicants.
Employers can develop an employee development program to enable seasoned employees to team up with the younger generation of new hires, to share knowledge, wisdom, and skills developed over the years. Both generations can learn from each other when sharing new, innovative, and changing operational processes within the work environment. The challenge to make a difference and build ones skills is a prime motivator to inspire both generations to work together for continued success in the career path.