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The Cost of a Hiring Mistake

November 28th, 2014

Too many hiring managers make the same common and often expensive mistake: They confuse a low- responsibility position with a low stakes hiring decision. For example, they invest in careful reviews, extensive vetting, cold sweats and lost sleep while looking for a mid-level manager with eight direct reports. But they don’t put the same effort into an entry level role or a stock room position. Then they make an avoidable hiring mistake and need to start the process over…at a cost that may equal or exceed the annual salary for the position. Before you follow in the footsteps of these unfortunate managers, keep a few considerations in mind

Create a budget.

How much will your hiring process actually cost? If you don’t know, it’s time to find an answer. Include both hard numbers and intangible estimates in your equation. For example, factor in the cost of your hiring manager’s time and the cost of your contract with a staffing company, but make sure you also include the amount you stand to lose each day as long as the position remains empty

Listen, don’t just talk.

Don’t assume that you hold all the cards during the selection process, and don’t patronize your candidates or assume they’ll be eager to jump through hoops to please you. Instead, focus on what you have to offer, not just what you want. Make sure your candidate can tolerate the commute, make sure you can provide what she’s looking for in terms of advancement, and encourage her to talk about her long term plans so you can see how well your own plans measure up. If you don’t listen, and you candidate leaves the company five months after her start date for predictable reasons, you’ll have nobody to blame but yourself.

Focus on cultural adaptability.

You understand the ins and outs of your own workplace culture (or at least you should). But your candidate can’t be expected to speak about this. She has no experience with this workplace and has no way to assess the likelihood of a match, so you’ll need to take full responsibility for this task. Don’t ask your candidate “Will you fit in here?” Instead, ask her about her preferred work style, her personality, her approach to leadership, and her cultural expectations. Then make your own decision about how well she’ll get along with your current teams. If she isn’t happy, you won’t be happy.

For more on how to find a candidate that can maximize your returns on an expensive hiring investment, contact the experienced staffing professionals at Merritt.

Strategic Staffing: Preparing for Your Future Staffing Needs

November 14th, 2014

Some of your staffing needs are as clear and predictable as the changing of the seasons. Based on years of experience, you may know exactly how many new pairs of hands you’ll need to hire during your upcoming busy cycle. And you may know exactly how many new staff members you’ll need when your company’s new facility opens for business in 2015.

But not all of your staffing needs are so predictable, and when it comes to unexpected events, no crystal ball can show you the future of your industry and its dynamic and constantly changing marketplace.  You may be expecting two retirements on your team next year. But what if two becomes five? And what if replacements aren’t as easy to find as you anticipate?

To prepare for the unexpected, you’ll need a long term plan…and you’ll need the help and guidance of an experienced staffing firm. Here’s why.

Strategic Staffing Means Flexibility

When you take on a full time employee, you make a long term commitment. If your candidate doesn’t work out or leaves before the year is over, you may have a very expensive problem on your hands. But with a staffing firm at your side, this doesn’t have to happen. The team at Merritt can pair you with an appropriate candidate, and the two of you can get to know each other for long “test drive” before you decide to take the next step.

Strategic Staffing Means Minimal Hassle

While your employee is engaged in the probationary period, she’ll be employed by the staffing firm, not by you. So you won’t have to worry about taxes, insurance, and other paperwork. Leave that to us.

Strategic Staffing Means Minimal Risk

Before we pair you with a list of likely candidates, we listen carefully to your needs. Then we reach out to our extensive network and find exactly the kinds of candidates you’re looking for. Our proven screening and review methods reduce the possibility of a mismatch, and we can also conduct testing and background checks depending on your needs.

To find out more about how Merritt can support your staffing program, contact our office and arrange a consultation today.

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