Imagine this: Your organization is growing rapidly, and the pressure to hire top talent has never been higher. Your talent acquisition team and hiring managers are beginning to feel overwhelmed by the hiring process. To make matters worse, there’s no standardized hiring process across departments or teams. Each hiring manager is left to their own devices, relying on inconsistent methods that often come down to gut feelings and unstructured conversations.
One of the most important decisions you will make as a hiring manager is who to hire. The cost of a bad hire adds up and can be as much as 3.5 times the annual salary for the position that you are trying to hire for. One of the most common tools used in the hiring process is the interview. Unfortunately, many interview processes are full of interview biases that can lead to bad hires, an unfair hiring process, and a lack of diversity in your organization. With over 180+ cognitive biases out there, it can be a real challenge to figure out where to start and how to reduce the impact of interview bias when hiring.
Are you looking for guidance on how to check references? A reference check during the hiring process is a great way to verify the accuracy of information provided by the candidate throughout the process. It also allows you to assess the candidate’s specific skills or competencies and to identify potential areas that may need development during onboarding.
The cost of a bad hire can be as much as 3.5 times the annual salary of the position. Fortunately, you can take action to avoid these common hiring mistakes.