Recently, two of my clients informed me that they had to fire the new employee. Since I offer an unconditional 90 day guarantee, that means that I will immediately re-post the jobs and begin a new search for each position.
But first I evaluate the steps that led us to the wrong hire. What happened? How can we fix it?
In both cases, we were missing a key element of the job. Each of these clients neglected to let me know the importance of one basic job duty. One of my questions to employers is, "In order of importance, please list the duties of this job." I wrote the ads, the interviews, and the reference checks based on the most important duties listed. I counseled my clients as to the suitability of each candidate based on the duties listed. Then, the candidates each got fired because they couldn't perform a much needed and basic skill.
As a small company grows and hires new managers it is easy for an employer to focus on the higher level skills and attributes, perhaps on tasks that they themselves want to give up. In the excitement, something may get lost in translation -- what are the basic skills that you bring to the table that this new person must as well?
It doesn't go without saying. You must have a detailed description of the best candidate. You must know which attributes are the most important and which can be learned on the job. If you don't know who you are looking for -- how will you know when you have found him or her?
Take time, involve other managers and staff, and make sure have an excellent understanding of your needs prior to posting the job. It will help you hire well and get it right the first time.
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