The reality is that one of the most difficult roles that any manager has is that of hiring the correct person. Whether you are managing a sports team or managing a business team or any other team the role of a hiring manager is to ensure they get the right fit for the role.
We need to ensure we are not trying to put square pegs in round holes, so what support is there available to help these hiring managers?
There is no doubt in my mind that just hiring people based on a gut feeling does not work in the long run, of course you can get lucky every now and then, but you really need to look at a structured way to interviewing so as you can put the odds in your favour of picking the correct person time and time again.
On interview skills training courses all over the world people are now beginning to understand the importance of competency based interview training and behavioural interview training. This coupled with understanding the dos and don’ts of an interview will definitely go a long way to helping hiring managers recruit the correct people.
Interview skills courses are a must for any hiring manager, or indeed any manager who is looking to recruit a new person to the team. By investing in new staff members to join your team, you need to ensure the odds are in your favour for making a wise decision. It is in your best interest to spend time reviewing resumes and conducting informative competency based interviews to make sure you hire the best people for the job.
By recruiting the right person at the beginning you will save yourself an extortionate amount of time and money in the end. I was in a debate with an individual recently and he stated that going on an interview skill training course was a waste of money and time. Well I would honestly say that not going on an interview skills training course is a waste of time and money and the reasons are obvious.
- If you don’t get it right it will impact on everything for you as a manager and your other team members.
- You will end up having to retrain staff down the road and even sometimes replace staff
- You will end up having to possibly manage the new recruit out of the business
- You will end up frustrated annoyed and spending more time on trying to resolve the issue
- You will wake up one morning and wished you had attended an interview skills training course to save you time and money.
Remember, whatever the cost of attending a competency based interview training it will be nothing to the cost of ongoing recruitment and training of new members who don’t last.
The bottom line is, when you hire the right people to begin with, you will save yourself a substantial amount of time and money interviewing and training replacement staff down the road. So when someone asks me now on an interview skills training course what is the major impact of getting recruitment wrong, my answer is ‘it impacts on everything’
If we don’t get recruitment interviewing right and use the relevant skills to improve our results we will be trying to place square pegs in round holes. I remember on an interview training course once the tutor was teaching the participants about the 4 different types of people, the tutor said there are 4 different types of people who generally make up a team and they are as follows:
- Willing to do what you ask and able (willing & Able)
- Willing to do what you ask but not able (Willing & not able)
- Able to do what you ask but not willing (Able & not willing)
- Not able to do what you ask and not willing (Not able & not willing)
As hiring managers we have to remember, we are looking firstly for people who are willing and able to do whatever the job takes and secondly if we can’t find willing and able recruits we have to try and find those who are willing but also teachable so we can make them able.
Going back to a comment I made earlier hiring the correct person is much more than just a gut feeling, we have to use a process and also utilise all the necessary skills taught in interview skills training courses and competency based interview training.
The hiring managers who do this will have a much greater success rate than those who don’t. Always remember the most successful interviewers are those who interview to a structure and a process and get better results every time.
By hiring the right employees for your team first time round, you will also be saving your company recruiting and training costs. As a hiring Manager, your company trusts you to hire employees that will benefit the company.
So what are the 5 reasons hiring managers need to attend interview skills training courses?
You will save time interviewing and hiring down the road. It takes money to advertise, collate CVs set up screening for applicants then arrange the interview and that is only the beginning. If you decide to proceed with the applicant you then have the onboarding costs
Think of it this way the less of your budget you have to spend in these areas means there is more money to spend in other areas of the business.
Consider the time you will save yourself if as a hiring manager we get it right first time, no more time will be spent trying to micro manage the individual as if they have the willingness and ability to do the role we can then manage them very easily.
A lot of time is spent in the early days with new team members and as they say- “Time is Money!”
If the training produces a new employee who is willing to contribute to the company’s success, then the time is well- spent. If the new team member is not excited about his job, or worse hates his job, then it is both time and money wasted.
The beauty of hiring managers attending competency interview training courses is that it gives them the skills to try and distinguish this
It is often said on interview skills courses that if we get it right, you will increase productivity and have less “down time” as you try and get the best out of new employees.
When you hire the right person the first time, this will undoubtedly help your team to experience an increase in productivity. The employee will be motivated to be part of the team and will start the new job on the ground and running with little or no lead in time in place, you won’t see a “lag time” from constantly having an empty chair to fill.
4. Increase Morale
There is no doubt about it; a high turnover causes quite a bit of distraction among team members. There are questions floating around about why the team member left:
- Have they found a better job elsewhere?
- Why didn’t they stay?
- Why were they recruited in the first place?
There is no doubt that as a hiring manager we have seen situations like this in the past and no matter how good we are at recruiting and interviewing. Or indeed no matter how many interview skills training courses we attend we will never get it right 100% of the time.
The key to interview training is to give you the necessary skills to get it right more times.
5. Team Spirit.
New employees that can fit into a team with ease because they are the right fit will transition smoothly into the role and get to know other team members and enjoy working together quickly.
It is a known fact that team spirit is more difficult to build when the members of the
Team are constantly changing and you have what’s called a revolving recruitment door.
It is vital that we do not get into this revolving door syndrome for the reputation of the company the individuals and the team.
Applicants often ask about a company’s turnover rate. When you have a low turnover rate, your company will gain the reputation as an employer with a first-class company with high-quality employees.
Remember, People want to work for this kind of company and as hiring managers we have the responsibility to try and make this happen.