{"id":1329,"date":"2022-10-12T11:22:00","date_gmt":"2022-10-12T15:22:00","guid":{"rendered":"http:\/\/timothydimoff.com\/?p=1329"},"modified":"2022-10-12T15:43:56","modified_gmt":"2022-10-12T19:43:56","slug":"4-keys-must-know-start-hiring-smarter","status":"publish","type":"post","link":"https:\/\/timothydimoff.com\/2022\/10\/12\/4-keys-must-know-start-hiring-smarter\/","title":{"rendered":"4 Keys You Must Know to Start Hiring Smarter"},"content":{"rendered":"<p><span style=\"font-weight: 400\">In business, the only thing that\u2019s constant is that things change all the time. That includes employees. Employees leave for many reasons, from finding new and better opportunities to getting laid off. Whatever the reason, employees leaving can have a profound effect on your business, especially if you have a small business. &nbsp;The void they leave must be addressed, often finding someone to pick up their workload. You now need to run an ad, comb through resumes, interview people, and ultimately offer someone a job and hope that person is the right fit. <\/span><\/p>\n<h2><span style=\"font-weight: 400\">Hiring Smarter<\/span><\/h2>\n<p><img data-recalc-dims=\"1\" decoding=\"async\" class=\"wp-image-1331 size-full aligncenter\" src=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2017\/02\/SACS-Handshake.jpg?resize=500%2C333&#038;ssl=1\" alt=\"Smart Hiring Practices\" width=\"500\" height=\"333\" srcset=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2017\/02\/SACS-Handshake.jpg?w=500&amp;ssl=1 500w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2017\/02\/SACS-Handshake.jpg?resize=300%2C200&amp;ssl=1 300w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2017\/02\/SACS-Handshake.jpg?resize=272%2C182&amp;ssl=1 272w\" sizes=\"(max-width: 500px) 100vw, 500px\" \/><\/p>\n<h3><span style=\"font-weight: 400\">Pillar 1: Understand the Cost of Poor Hiring Decisions<\/span><\/h3>\n<p><span style=\"font-weight: 400\">There are ways to help avoid poor hiring decisions. Understanding the costs and negatives of your hiring decisions and learning smart hiring techniques will significantly save you time and money.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Here are some startling statistics:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400\">Harvard Business Review points out that as much as <strong>80% of employee turnover is due to bad hiring decisions<\/strong><\/span><\/li>\n<li>50% of hiring and HR managers estimate that bad hires have cost their companies thousands of dollars.<\/li>\n<li><span style=\"font-weight: 400\">The <a href=\"https:\/\/www.dol.gov\/\">U.S. Department of Labor<\/a> states that the price of a bad hire is at least 30% of that employee&#8217;s first-year earnings. And according to a study by the Society for Human Resources Management (SHRM), it could cost up to five times a bad hire\u2019s annual salary. <\/span><\/li>\n<li><span style=\"font-weight: 400\">Bad hires affect the morale and productivity of the office. Most CEOs put this ahead of monetary concerns.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">You also need to consider your time and expense during the hiring process. Here are some of the typical expenses you might encounter:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400\">Travel, hotel, and meal expenses for interviews<\/span><\/li>\n<li><span style=\"font-weight: 400\">Relocation expenses<\/span><\/li>\n<li><span style=\"font-weight: 400\">Training and orientation costs<\/span><\/li>\n<li><span style=\"font-weight: 400\">Employment testing and <a href=\"https:\/\/sacsconsulting.com\/2022\/09\/16\/3-reasons-run-pre-employment-background-check\/\">background checks<\/a><\/span><\/li>\n<li><span style=\"font-weight: 400\">Termination costs such as COBRA, unemployment, potential litigation expenses, outplacement, or career transition costs<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">When you add it all up, regardless of the size of your company, bad hires can dramatically affect the productivity and profitability of your organization.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Pillar 2: Learn Interview Basics<\/span><\/h3>\n<p><img data-recalc-dims=\"1\" decoding=\"async\" class=\"aligncenter wp-image-1342 size-full\" src=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2017\/02\/SACS-HR-Due_Process.jpg?resize=386%2C311&#038;ssl=1\" alt=\"Watch for Red Flags During the Interview\" width=\"386\" height=\"311\" srcset=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2017\/02\/SACS-HR-Due_Process.jpg?w=386&amp;ssl=1 386w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2017\/02\/SACS-HR-Due_Process.jpg?resize=300%2C242&amp;ssl=1 300w\" sizes=\"(max-width: 386px) 100vw, 386px\" \/><\/p>\n<p><span style=\"font-weight: 400\">Small companies often want to speed through the hiring process, train someone and have them be productive as quickly as possible. This can lead to disastrous results because while you can put someone on the payroll in lightning time, that person may be all wrong for the position.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Here are some tips that may help:<\/span><\/p>\n<p><b>Slow the process down.<\/b><\/p>\n<p><span style=\"font-weight: 400\">Take your time and be transparent with your staff and clients. Let them know about the employee\u2019s departure and that you are taking the time to review excellent candidates to find the right fit. Let them know the work will be completed promptly and ask for their patience and understanding. Chances are good that they have been in your position in their own businesses.<\/span><\/p>\n<p><b>Post the job internally.<\/b><\/p>\n<p><span style=\"font-weight: 400\">Perhaps someone in your company is perfect for the open position. Allow them to toss their hat in the ring and consider them with any outside candidates.<\/span><\/p>\n<p><b>Carefully review all resumes.<\/b><\/p>\n<p><span style=\"font-weight: 400\">It is estimated the average employer spends only 6 seconds on a resume! That is not enough time to properly evaluate a good or bad candidate. &nbsp;Make sure you only schedule interviews with people with the skills that fit your company&#8217;s job description and culture. The best way to determine this is by conducting a thorough review.<\/span><\/p>\n<p><b>Set up a roadmap to success.<\/b><\/p>\n<p><span style=\"font-weight: 400\">Know exactly what steps you will take before you begin the hiring process. Perhaps that includes a trial employment period before actually hiring someone. Determine if you are going to conduct several in-person interviews or if you are going to turn the initial process over to a recruiter. &nbsp;Whatever your roadmap is, stick with it throughout the process.<\/span><\/p>\n<p><b>Set up an initial phone screening.<\/b><\/p>\n<p><span style=\"font-weight: 400\">During this initial phone screening, ask the basic questions of every candidate. Determine a scoring system for every question and add up the scores after every interview. &nbsp;After completing this, only bring in the top three to five candidates for in-person interviews.<\/span><\/p>\n<p><b>Ask the tough questions.<\/b><\/p>\n<p><span style=\"font-weight: 400\">Asking the right questions, even if they are difficult, is essential. These might include questions regarding the expected salary range, advancement expectations, and collaboration with other team members. It is important to address these questions now.<\/span><\/p>\n<p><b>Have candidates come in for trial days.<\/b><\/p>\n<p><span style=\"font-weight: 400\">Pay them for their time. &nbsp;If the job entails customer interaction and\/or working on a team, you\u2019ll want to get feedback from customers, prospects, and other team members about this candidate before making them a permanent hire. It is hard to gauge a person\u2019s habits and demeanor in a one or two-hour interview, as they will be on their best behavior during that time. Putting them in an actual work environment will bring out specific positive and negative patterns, allowing you to see how well they will fit into your organization.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Pillar 3 Identify Red Flags<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Potential employees reveal underlying personality characteristics with specific behaviors during the interview. These \u201cred flags\u201d provide insight into their work ethic, level of interest, and whether the individual can be a team player within the organization.<\/span><\/p>\n<p><span style=\"font-weight: 400\">When interviewing, look for these red flags:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Resume errors<\/b><\/li>\n<li style=\"font-weight: 400\"><b>Late for the interview without calling or texting<\/b><\/li>\n<li style=\"font-weight: 400\"><b>An unprofessional appearance<\/b><\/li>\n<li style=\"font-weight: 400\"><b>Poor listening skills<\/b><\/li>\n<li style=\"font-weight: 400\"><b>Talking too much<\/b><\/li>\n<li style=\"font-weight: 400\"><b>Use of inappropriate language<\/b><\/li>\n<li style=\"font-weight: 400\"><b>Does not ask questions about the position<\/b><\/li>\n<li style=\"font-weight: 400\"><b>Background check issues<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Next, determine if the interviewed person is the right fit for the organization.<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Pillar 4 Use the Hiring Process to Create a Positive Company Culture<\/span><\/h3>\n<p><img data-recalc-dims=\"1\" decoding=\"async\" class=\"wp-image-3567 size-full aligncenter\" src=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2016\/11\/positive-work-culture-ethics-Timothy-Dimoff.jpg?resize=624%2C416&#038;ssl=1\" alt=\"ethics, ethical workforce, happy workers\" width=\"624\" height=\"416\" srcset=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2016\/11\/positive-work-culture-ethics-Timothy-Dimoff.jpg?w=624&amp;ssl=1 624w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2016\/11\/positive-work-culture-ethics-Timothy-Dimoff.jpg?resize=300%2C200&amp;ssl=1 300w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2016\/11\/positive-work-culture-ethics-Timothy-Dimoff.jpg?resize=272%2C182&amp;ssl=1 272w\" sizes=\"(max-width: 624px) 100vw, 624px\" \/><\/p>\n<p><span style=\"font-weight: 400\">Company culture is determined by all employees within the organization. It begins with hiring the whole person and not just what the person has accomplished on paper. Make sure the right person is hired by:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Thoroughly vetting the candidate before hiring through references and a background check<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Matching the candidate\u2019s abilities and skill set to the specific needs of the position<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Involving multiple interviewers in the hiring process for varying viewpoints and peer buy-in<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Once the right people are in place, cohesive problem-solving and team involvement opens the door to creative problem-solving and success for the organization. Therefore, creating a positive company culture starts and ends with smart hiring. Remember, a good company is only as good as its employees.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">Learn More About Hiring Smarter with Timothy Dimoff<\/span><\/h2>\n<p><span style=\"font-weight: 400\"><img data-recalc-dims=\"1\" decoding=\"async\" class=\"alignleft wp-image-3217 size-thumbnail\" src=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?resize=150%2C150&#038;ssl=1\" alt=\"Tiim's Talks, Timothy Dimoff\" width=\"150\" height=\"150\" srcset=\"https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?resize=150%2C150&amp;ssl=1 150w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?resize=300%2C300&amp;ssl=1 300w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?resize=270%2C270&amp;ssl=1 270w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?resize=192%2C192&amp;ssl=1 192w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?resize=180%2C180&amp;ssl=1 180w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?resize=32%2C32&amp;ssl=1 32w, https:\/\/i0.wp.com\/timothydimoff.com\/files\/2021\/08\/cropped-Timothy-Dimoff-at-Sales-Meeting-scaled-1.jpg?w=512&amp;ssl=1 512w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/>Timothy Dimoff knows the best practices when hiring the right people to foster a positive company culture. Contact Tim to schedule Tim\u2019s Talk<\/span><a href=\"https:\/\/timothydimoff.com\/tims-talks\/tims-talks-hr-4-keys-smart-hiring\/\"> <span style=\"font-weight: 400\">4 Keys to Smart Hiring<\/span><\/a><span style=\"font-weight: 400\"> for your organization today!<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In business, the only thing that\u2019s constant is that things change all the time. That includes employees. Employees leave for many reasons, from finding new and better opportunities to getting laid off. Whatever the reason, employees leaving can have a profound effect on your business, especially if you have a small business. &nbsp;The void they leave must be addressed, often finding someone to pick up their workload. You now need to run an ad, comb through resumes, interview people, and ultimately offer someone a job and hope that person is the right fit. Hiring Smarter Pillar 1: Understand the Cost<\/p>\n<p><span class=\"more-wrapper\"><a class=\"more-link button\" href=\"https:\/\/timothydimoff.com\/2022\/10\/12\/4-keys-must-know-start-hiring-smarter\/\">Read More<\/a><\/span><\/p>\n","protected":false},"author":5414,"featured_media":3590,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[85,65],"tags":[119,118,122,121,100],"class_list":["post-1329","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hot-topics","category-human-resource-topics","tag-hiring-candidates","tag-hiring-practices","tag-interviews","tag-poor-hiring-decisions","tag-timothy-dimoff"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>4 Keys You Must Know to Start Hiring Smarter - Timothy Dimoff<\/title>\n<meta name=\"description\" content=\"Want to start hiring smarter? 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