How to Protect Your Company from Terrible Potential Employees
There’s always a chance that you end up with people who don’t deserve to be part of your team. Not only will they not suit the position, they can also place your other employees at risk. You’re essentially bringing a stranger into the group and you have to be thorough in hiring. Here are some ways to protect your company from having potential employees who don’t deserve to be there.
Do a reference check
You can’t belittle the value of doing a reference check. Sometimes, candidates won’t represent themselves well during the interview and their resume doesn’t necessarily reflect the truth. The only way to know if they deserve to be in your team is by confirming things with their references. It also tells you the kind of relationship they’ve forged with other people.
Don’t only judge interview responses
Inviting employees for an interview is important. You want to know if they deserve the job based on their responses. However, it’s not only their response that you must judge. You should also check their demeanor during the interview. It includes the way they talk, dress up, and present themselves. If you notice something off or odd during the interview, you might have to change your mind. Form a panel to conduct the interview and not only rely on your judgment. Even if you’re good at what you do, you might still hire the wrong people.
Offer a trial or probationary period
All your employees must go through a probationary period. It allows you to determine whether or not they deserve to keep their post. They might have done well during the interviews, but it won’t mean they will do the same when given the job. They could be constantly absent or they’re not doing the job correctly. You don’t want to keep working with the person who doesn’t even put value to the job you’ve given.
Be clear with your expectations
It has become a habit of many companies to only say a few words in their job posting. The truth is you must be as detailed as possible. You might think applicants don’t read the information, but some do. They want to know what they’re getting into. Sometimes, similar job titles may have different responsibilities. If you’re clear about the expectations since the start, these candidates will decide if they’re going to pursue the application. You can also ask questions related to your expectations to see if the candidate is up for the job.
Take your time in deciding whom to include in your team. You don’t want someone who will only waste the chance. Besides, there are other people who might do a better job if given the chance. You don’t want to waste them because you weren’t thorough in the application process. Learn from your mistakes if something wrong happens. Your company might bleed money if you keep paying someone who doesn’t contribute anything.
Photo Attribution:
1st and featured image from https://media.istockphoto.com/photos/analyzing-some-documents-picture-id1181089973?k=20&m=1181089973&s=612×612&w=0&h=draOJzCfQ0f2dq4a2Ju0NAbloQu8UyHa7QNuTGjOFf0=
2nd image from https://www.hrdept.co.uk/blog/seven-tips-protect-business-employee-sabotage/
