Fluid Power Recruiter - The Cost in hiring a new employee

It costs money to hire a new employee. How much does it cost your company to hire one employee? Know the answer?

Consider the cost of advertising the job, and include your labor costs for writing that advertisement. Now consider the time, in dollars, someone, perhaps you, will spend reviewing resumes and job applications, with follow-up phone contacts. Then add to that figure the cost of interviewing, and down the road, the cost your company assesses to the training and orientation of new employees. These expenses don’t take too long to add up.

There is a sizable chunk of money to lose if your new employee to proves to be unqualified for the position, or unsatisfied with the job requirements, or just a bad fit with your company.

The money your company stands to lose due to the faulty interviewing and hiring practices is a waste, no matter how much it is. And if you really mess up and hire a person who ends up wearing the latest trend in handcuffs, you could lose a lot more. It could cost you your business.

How do you avoid making the big hiring mistakes? The answer is simpler than you think: You need to have a documented hiring procedure in place, and instruct everyone in the hiring chain to follow it.

During the coming months we’ll explore the basic outline of what your hiring procedures should include. Doing these things will help save your company money!

Start with the hiring team:

The Hiring Team

Use a team approach when hiring, and designate individuals to be members of the hiring team. This team should be the human resources director and/or manager, a direct supervisor, a department manager and someone who is currently performing the job or similar job. But remember, you don't want too many people on this hiring team because that then may cause a delay in the interview process. Also having too many people involved in the interview process leads to situations where some may or may not like them based on personal preferance. Be careful and elect the right individuals.

Why a team approach? Well, as a good as your company’s human resources director may be, he or she may not have the hands-on experience of, say, the supervisor running the department for which your company is hiring. No one knows better how to do the job than the person overseeing it or doing it, and that person can better identify the qualities it takes to perform it.

Another reason – using a team approach will eliminate any one person from hiring based on looks or love at first sight, or hiring someone in their own likeness. Never leave the selection of a candidate in the hands of one or two people. You need input from a team approach. Two minds are better than one, and in this case, several opinions are better than one or two.

Why? Because as human beings, we sometimes tend to select employees based on qualities we admire personally, or by accomplishments we personally find impressive. When hiring a new employee, take the “personality” out of the equation by letting a team make the selection.

Let the team analyze all the applications, schedule initial phone contacts, perform subsequent interviews, and finally, select the new employee. All these tasks must be with the consensus of the team members, as a whole.

Each team member should have their own specialized area of interest. The human resources manager will have the expertise to direct the team in a manner consistent with federal guidelines concerning employment law.

The deparment manager will be able to recognize appropriate accomplishments of candidates as related to the position your company needs to fill.

A supervisor should be able to spot personality traits that will determine if the candidate will be able to accomplish goals within the environment of your company.

Finally, a hands-on employee is your grassroots person. This person will recognize traits and skill sets that determine if the candidate can physically and mentally get the job done.

This is a hiring team – collectively, the right way to hire a new employee.


Lisa Sprowls
Recruiter Solutions International
lisa@rsipeople.com
www.rsipeople.com

Advertising and Interviewing Costs