Hiring Slowly and Firing Fast Will Cost You Money.
There is an ongoing debate surrounding the expectations placed on job seekers, with concerns raised about the burden of navigating through an excessive hiring process—too many hoops. Job seekers are facing a lot of challenges in meeting the expectations of employers, who often ask them to do many things, such as attend several interviews and finish various assignments, before they can get hired.
Candidates want a quick and easy process, but employers want to use the best methods to select the best candidates. They think more steps mean more scrutiny. DaMar Staffing supports a smooth and effective process. We agree that multiple interviews are useful, but we also see some drawbacks to having too many hurdles. The old saying “Slow to hire and quick to fire” might work for hiring a handyman for a home project, but not for hiring employees for a growing business.
If your company is taking too long to hire because your managers are afraid of hiring the wrong people, change their mindset. The hiring process is getting more and more complicated and sluggish, which does not fit with the dynamic nature of today’s business world. We know that the fear of making a bad hiring choice is valid and reasonable. We also know that hiring errors have a high price.
Being careful is smart and multiple interviews can benefit job seekers by allowing them to inquire, learn more, interact with other employees, and assess the company’s culture. Likewise, hiring managers can judge the candidates’ traits and abilities, confirm a culture match, and get feedback from other employees.
Nonetheless, running with a short-staffed team can prove even more detrimental than making a bad hire. In a world grappling with the aftermath of "the great resignation" and widespread burnout, the absence of sufficient personnel can lead to significant costs, distress, and distraction, burdening managers with an overwhelming workload. Prolonging the hiring process also increases the likelihood of errors, creating a potentially vicious cycle.
At our organization, we have discovered that conducting three interviews and assigning a small task strike the optimal balance for ensuring thorough due diligence. It's essential to acknowledge that no hiring process is flawless, and mistakes may occur. The true measure of a great fit for an employee only emerges when they are actively working within the company.
An integral aspect of our robust staffing process is the readiness to make necessary personnel changes when required. This encompasses not only the hiring process but also the aspect of letting employees go. In today's fast-paced business environment, the ability to conduct swift yet empathetic terminations is of utmost importance.
The process of letting an employee go, whether due to performance issues or a mismatch in job fit, can be tense. Nonetheless, it is vital for maintaining the efficiency and harmony of a small team. Consider these three steps for the termination process:
1) Do everything within your power to save the relationship.
2) Discuss the employee’s situation, document, and communicate poor performance.
3) Be clear and concise. Don’t beat around the bush or give false hope. State the reason for the discussion in one simple sentence.
3) If needed, pull the trigger fast; firing a bad fit is the right thing to do for everyone. Explain the terms and conditions of the dismissal, such as pay, benefits, severance, etc. Provide the employee with a termination document that outlines these details and ask them to sign it.
4) Choose the proper time and place. Don’t fire someone in front of their peers or a public setting. Find a private and quiet place where you can have a respectful conversation. Avoid Fridays or holidays, as they can make the situation more stressful for the employee.
Every company should prioritize streamlining its hiring process to ensure speed and efficiency. Time is a valuable resource, and the longer the hiring process takes, the higher the chances of making mistakes and losing promising candidates to competitors. It is crucial to address and resolve such issues to demonstrate a genuine commitment to the success of your workforce.
DaMar Staffing Solutions of Indianapolis is a full-service, contingency-based recruitment firm, focused on administrative and professional staffing for all industries. There are many staffing agencies, but you want a staffing agency that will work for you. With over 20 years of experience, DaMar Staffing Solutions has built a reputation for providing quality service, top-notch professionals, and flexible recruiting solutions for Indiana companies.