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How to prevent bad hires and a high turnover rate!

Turnover continues to be one of the biggest struggles for business owners... you’ve likely seen it, and know it’s costing your organization. 

 Hiring a candidate just to have them leave their role wastes valuable time and money that’s been invested throughout the hiring process on advertising jobs, screening, onboarding, and training. 

So, let me ask you… 

What are you doing to prevent bad hires?

And, what are you doing to identify the best candidates for your company? 

I wanted to quickly share with you my 6 tips to avoid making bad hires. 

Tip #1… Be clear about what you’re looking for. 

Look at your BEST employees… what makes them a good fit? Do they have all of the qualifications you’re asking for? Take the time to evaluate what a successful hire looks like for the role. 

Tip #2… Validate those job requirements.

Validate your required qualifications against real employees. If some of your top employees don’t have (or didn’t have at the time of hire) specific qualifications for the job...then they must not be real qualifications.

You can use this tool to validate that the requirements for the job are real so you’re not screening out potentially fit candidates simply because they don’t meet unnecessary requirements. 

Remember… the qualifications to DO the job vs the qualifications to be hired for the job are two very different things. 

Tip #3… Look beyond the resume!

A resume is just one part of what makes up a job seeker. It’s a snapshot of what they’ve done in the past, but not a prediction of how they will act, or what they could accomplish in the future.

We like to use value-based interview questions here at ApplicantPro to determine whether or not the person is a good culture fit!  

Tip #4… Utilize a pre-employment assessment! 

This can be a skills, cognitive, and/or behavioral assessment. I like using assessments that provide insight into learning speed, motivation, and personality. 

These assessments help us to know if doing the job well will come naturally to the job seeker or if it will be forced. 

Tip #5… Don’t overhire.

And by that I mean don’t hire OVER qualified people, or hire people simply because they check all the boxes unless you have a career path that meets their needs.

Otherwise, you’re just giving them a reason to move on to something else!

Tip #6… Nail the new hire experience!

Make sure the experience is engaging from day one. You want to reassure them that they made the right decision accepting your job offer by delivering on the promises you made during the hiring process. 

Doing so can increase the likelihood of employees staying with your company by a massive 69%.

Knowing how to streamline your hiring process not only for yourself but for job seekers as well is HUGE when it comes to making (and keeping) good hires! 

I’d love to chat more about your hiring process. So, whether you’ve got a thing or two to share about what’s brought you hiring success, or maybe you’re looking for some 1:1 help to streamline your process… I’d love to chat.

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You Don't Have to Have the Highest Paying Job

Want to hire top talent, but can’t offer job seekers top dollar? It’s time to get creative and market your other benefits to compete with Big Dog Companies.

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Sending Rejection Letters is a Positive Thing!

Send rejection letters! Sending a rejection letter isn’t more likely to potentially create a bad reputation for your company… not sending a rejection letter is.

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