Hiring | How to Avoid a Bad Hire

How to Avoid a Bad Hire

So, you think you’ve found the perfect candidate, and you’re all set to make an offer. However, before you take that final step, it’s important to consider the true consequences of a bad hire.

The fact is, the negative impact of just one substandard recruit can spread through your whole organisation. Whether this is due to the cost of recruiting, training, productivity loss, or time taken to hire a replacement, the potential ramifications are numerous. This is without mentioning damage to brand, reputation, morale and culture. So, how can you avoid a bad hire?

Background checks

A diligent background screening program is your first port of call against poor hiring decisions. This can range from basic criminal record checks to a more in-depth and thorough investigation of your candidate’s history. In fact, there are a variety of screening tools available to employers. The more extensive the background check, the more equipped you’ll be to make a good hiring decision.

A well thought out policy

It’s also essential to have a clear-cut screening program in place. This policy should outline your objectives, processes and types of background checks for each position, as you may need to screen differently for various roles and industries. For example, a background check for an entry level customer service representative is going to be very different than a background check for a CFO. Having this detailed policy in place will help create consistency across the company that limits the potential of any bad hires slipping through the net.

Reference interviews and value based interview questions

Another way to prevent a bad hire is the tried-and-tested reference interview. Having a candid conversation with a former supervisor can provide much-needed insight into a candidate’s work ethic, strengths and weaknesses. In addition to this, screening for organisational fit during an interview can be an excellent way to prevent a bad hire. This will help you tease out candidates who are more likely to be a good cultural fit.

Types of questions could include:

  • What type of culture do you succeed in?

  • What values are you attracted to and what’s your ideal workplace?

  • How would you describe our culture based on what you’ve seen?

  • What best practices would you bring with you from another organisation? Do you see yourself being able to implement these best practices in our environment?

Choosing the right provider

Outsourcing screening services to an objective third-party provider can also help prevent a bad hire, as it puts the employer at arm’s length from any background check investigation, resulting in a more objective approach. However, all background check providers are different – so when it comes to a robust solution that withstands scrutiny – it’s important to not make your decision solely on price. The legal ramifications for performing illegal or non-compliant checks are not to be taken lightly.

Find out more

Ultimately, this is merely a brief overview of how companies can avoid a bad hire, and the role that background checks can play in this process. For more information, feel free to check out our white paper on the topic, How to Avoid a Bad Hire.

Download the whitepaper


Promoted by
Sterling

Sterling—the industry leader in background and identity services—provides a foundation of trust and safety that spans across industries, professions and borders. Our technology-powered services help organisations create great environments for their workers, partners and clients. Sterling has over 20 offices in nine countries and conducts more than 100 million searches annually. Visit Sterling online at www.sterlingcheck.co.uk.

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