{"id":5850,"date":"2016-10-06T09:15:01","date_gmt":"2016-10-06T07:15:01","guid":{"rendered":"http:\/\/blog.invoiceberry.com\/?p=5850"},"modified":"2016-10-05T10:45:54","modified_gmt":"2016-10-05T08:45:54","slug":"quick-guide-avoid-hiring-wrong-employee","status":"publish","type":"post","link":"https:\/\/www.invoiceberry.com\/blog\/quick-guide-avoid-hiring-wrong-employee\/","title":{"rendered":"A Quick Guide to Avoid Hiring the Wrong Employee"},"content":{"rendered":"

Just as with any investment, a bad hire means you lose money and time.<\/p>\n

After a tough experience with an employee, it\u2019s easy to feel worried about hiring the wrong job candidate.<\/p>\n

By planning ahead and taking the hiring process one step at a time, you can minimize the likelihood that you choose the wrong person for the job.<\/p>\n

These six practices bring a depth to each hiring activity, setting a positive foundation for building a strong, capable team that supports your business:<\/p>\n

Identify Your Priorities<\/h1>\n

It\u2019s easy to start the hiring process as soon as you realize you need help. But if you rush, skipping over important steps, it\u2019s easy to hire the wrong employee. Before you start posting job descriptions, identify your priorities as an employer.<\/p>\n

Think about your current and former team members. Have you ever had an ideal employee?<\/p>\n

List the characteristics that made them such an asset to your business. The process of writing down this rough sketch of characteristics and skills clarifies who you\u2019re looking for. That way, as you read CVs, interview candidates<\/a>, and consider the final decision, you can match the attributes of individuals to you ideal employee.<\/p>\n

Ask for Referrals<\/h1>\n

When you ask people in your network \u2014 employees, colleagues, business partners \u2014 to refer candidates to interview for a position, you\u2019re a lot less likely to hire the wrong employee.<\/a> Rather than interviewing candidates you don\u2019t know, you are also relying on the judgment of the people you trust.<\/p>\n

In short, referrals create accountability. They require that someone else vouches for the character and skills of the candidate. Plus, the personal connection ensures that the new employee is on his or her best behavior at all times.<\/p>\n

Adding this extra step not only increases the likelihood of a successful match, it can also speed up the hiring process too!<\/p>\n

Conduct Telephone Interviews<\/h1>\n

Business owners benefit from setting up an extra step in the interview process by planning screening calls, or telephone interviews first. This approach ensures that you have the opportunity to assess the candidate in a different context.<\/p>\n

A five-to-ten minute phone conversation can clarify whether a candidate could be a good fit<\/a>. As you conduct the interview, make note of these factors:<\/p>\n