The traditional recruitment system we’ve all grown up with – resume, cover letter, interview – might be the default system we use when recruiting, but it’s usually the wrong one.
Companies often don’t realise how costly employing the wrong candidate can be, especially if it’s a small business with fewer than 10 staff – and when you’re faced with an opening, sometimes you opt for hiring someone quickly over hiring someone properly.
But losing an employee within the first six months will end up costing you far more money in the long run, on top of the time and energy it takes to train a new person, as well as the hit to staff morale when there’s a revolving door of new staff.
So why use an outdated and inefficient system, especially in an era where applicants often have their resumes professionally put together, and bulk send applications to any job they might be qualified for?
As a business coach, here are some of my top tips for making sure you find the right person for the job, first time:
An employee is a multi-year investment, so getting the right recruitment process in place will pay dividends down the track. Taking some simple steps will help you do that.
Jamie Cunningham, Business Coach