Do you have a team that looks like they're working hard, but is known for missing deadlines or misunderstanding their duties? The problem may lie in the hiring of employees who look to be a great match but lack the necessary skills and personality for the job description. With turnover at an all-time high, now is the chance to realize that the revolving door of new hires does not need to continue. With mismatched skill totaling over 38% of bad hiring circumstances, there is room for improvement to benefit both the employer and company as a whole.
High-quality training is essential to improving an employee's skill set, but they must first come into the position with the skills necessary to complete the minimum requirements. Employers often overlook key components necessary when they are rushed to fill many open positions, assuming they'll move new hires around as they settle into the company. Instead, they should be only having to hire for new positions. Follow these four tips to greatly increase your chance of hiring the right candidate from the start.
The job description is the first glance a potential new hire has at finding a position they would like to apply for. They generally go through the outline and focus on how many tasks or action items align with their skill set or career goals. On the other hand, it is also the employer's first opportunity to attract the right-fit applicant. This description holds a lot of weight when it comes to who will be applying for said position, but it is just the beginning of discovering the right hire for not only a single job, but the company as a whole.
Nathaniel Koloc, CEO of Rework, suggests that finding the "why" behind a new position is important in creating the job description and is the "Secret to Hiring." The organization should identify the reason behind the hire they are looking to gain. What hole will this role fill? What opportunities will be presented to them to succeed? A good job description includes various types of skills that will be required, and be inclusive of the how the position will lend to the mission of the organization.
Before you hand over the employment contract, ensure the expectations are clear. How will this employee's daily actions benefit the company, other co-workers, and their employer, while also supporting their own long-term goals? It is understood that training must first take place, but after it has been completed the new hire should know how their typical workday will be laid out and what is expected of them.
While skills and personality are different, there are occasions when they will go hand-in-hand during the hiring process. If you are hiring for a sales position, you will need to ensure the applicant possesses hard selling skills, while also making sure he or she is naturally outgoing and focused. Depending on the organization, you may need to focus on skills more than personality, or vice versa, but both are always important to some degree.
If you have a customer-facing business, keep in mind that customer service will soon outrank price and product, so it is best to have confident yet conscientious team-members. For organizations that are more the behind-the-scenes or technical, you should look for important skills and also problem-solving abilities.
Over time, it is possible to overcome skill mismatch by keeping note of which employees are struggling, even though they are putting forth the effort. It may be time to revisit an employee's duties and realign their tasks if necessary. Keep in contact frequently not only your with new hires but those working closely with them.
Finding employees that fit with the culture of your company, have matched skills to their job description and goals that align with the success of their employer is a learning process. Let these tips lend a hand to finding the right method for your organization's success. For guidance on how to use personality data to build great teams, check out our free Guide.
