Terminating employee certainly costs the whole business. Not only does it affect in monetary terms but also crushes the morale of a whole team. Unfortunately, almost every startup and small business end up terminating their poor performing hires. But, why do they recruit bad hires in the first place? Let’s dig a little deeper to shed some light on the problem.
We conducted a poll wherein we tried to get the information on number of hires that startups fire in a year due to their poor performance. Majority of votes fall in the bracket of 1-10 candidates a year. This number is alarming because the money and time spent on hiring is precious. It is apparent that there are some flaws in the hiring process.
As opposed to big firms, any startup with a team size of 10-20 couldn’t afford to spend excessively on hiring. And, it is not advisable either to spend like a sailor on the hiring process if the requirement of hires are not many. As a result their hiring process tends to be a little shaky. And because of weak hiring process, hiring managers face difficulties in evaluating the true skills of candidates.
Sure enough, hiring managers are not fictional sorcerers, who could just foresee through crystal ball to come up with a decision to recruit good candidates in terms of their performance in the future.
There are indeed some ways to improve the hiring process.
Irrelevant questions Asking questions that do not relate to the real work is unnecessarily a time consuming activity with no apparent revealing answers. Rather, the focus should be on the on job problems.
No weights Candidates face multitude of questions in an interview. As sure as shooting all questions do not carry the same weight when it comes to taking the final call. Sadly, many recruiters take decision based on some questions that carry very less weight.
Willingness to learn Recruiters should accept the fact that some traits can not be tested in an interview. No way can someone gauge the capability to learn unless given some real work. A good hire is always ready to learn new skills, therefore giving a problem that has scope of learning new skills is much better way to vet the candidate.
Experience is the best teacher It is quite possible that someone who has lots of experience in giving interviews tends to perform better in an interview. Hence, recruiters should try not to ask cliched questions, but instead give candidates a real work problem.
Interrogation chamber Believe it or not, most candidates are scared to the core when they are in an interview room. They answer what they think is the suitable answer as per the recruiter. Result? Recruiters get tweaked answers. Which is why it is advisable to get the candidate comfortable before embarking on a journey of questions.
Bias Most of the technical interviews are either taken by the CTO or the founder of a startup. It is highly likely that some candidates with similar traits as those of them have a higher chance to convert the interview. We have written a full-fledged article on this very issue. Click Here