“No regrets” is a common saying that many people try to live by or use for motivation. I find this hard to do. While I usually do not dwell upon my poor decisions, I can typically find at least one thing I regret everyday. (Personal example: I don’t think I should have put THAT much hot sauce on my pizza for lunch today.)
Making the right decision all the time is difficult. Regardless of whether or not you regret poor decision-making, it still happens—especially during the hiring process.
Anyone reading this could probably recall having known of or personally seen someone “let go” or quit because he or she wasn’t the right fit for the job. According to a recent article published by Forbes, “46% of new hires fail within their first 18 months.” Nobody wants this kind of turnover percentage at his or her company, so how do we avoid this?
It all starts with hiring the right people and how you go about the process.
Hire with Reason, Not Feeling
The New York Times published an article today that mentions the risks of hiring based off of gut-feelings. In the article, Cade Massey, a student at the Wharton School of the University of Pennsylvania mentions:
“Similarity between the interviewer and interviewee — they’re from the same region, went to the same school, wore the same shirt, ordered the same tea — is hugely influential, even though it’s not predictive of how they perform down the road.”
A great way to avoid bias during the interview process is by using interview scorecards and asking the same set of relative questions for every candidate. This way you’re giving every candidate a fair chance to assess his or her qualifications and skillsets.
Look for Cultural Fit
Simply liking someone after the first interview doesn’t mean that he or she will be a great fit for the job. The same New York Times article goes on to comment the true meaning of culture fit, stated by Lauren Rivera, a student at Northwestern’s Kellogg School of Management, studying hiring. When it comes to culture fit, Rivera says:
“A cultural fit is an individual whose work-related values and style of work support the business strategy. When you get into a lot of the demographic characteristics, you’re not only moving away from that definition but you’re also getting into discrimination.”
While it’s always great to find a candidate you like personally, it’s crucial to check and see if he or she truly buys into your company’s core values. You want to make sure the candidate plans on staying there for the long run, for the better of the business. Otherwise, you should expect going through another hiring process sometime in the next 18 months.
If hiring the right people is important to you and your business (which it always should be), then use the right process. Get rid of those gut-feeling decisions and look for candidates who are true cultural fits. Do this, and I bet you’ll start limiting those hiring regrets.
As for those other poor decisions, that’s up to you whether or not you want to regret them. (I still regretting the amount of hot sauce I used. That was a whole-lotta sauce!)
There’s more you can do to start hiring the right people. Download the complimentary eBook below and learn how to find the perfect hire!