Hiring the right professional, many times, it is hard work. After all, far beyond analyzing the technical knowledge and behavioral profile of the candidates, there are many other factors that weigh just as much in this choice – which, when they are not properly understood and analyzed, can lead to a series of damages and high costs generated through a wrong hiring
A good recruitment and selection process is usually based on a good balance between technical knowledge, behavioral profile and cultural fit. This tripod is what sustains the success of this choice, while the lack of attention or any of these pillars can disrupt and compromise the effectiveness of bringing new talent to the business
Too much attention to the first two items is often one of the main mistakes made in this regard. After all, far beyond having technical expertise in the field, a good hire needs to take into account the candidate's synergy with the culture, mission and values of the company. On the contrary, thegapthese aspects between the parties, certainly, will generate frustration on all sides and, inevitably, a dismissal of this professional soon
Other frequent mistakes that can worsen the risk of a wrong hire include not checking professional references, something fundamental to ensure that everything written in the resume is truthful and compatible with your efforts in the position; and the lack of involvement of other members of the company in this process, given the contribution of key positions such as leadership, HR and other members who will work together with the newcomer bring a range of views on each candidate and different perceptions that favor a better understanding and decision on whom to hire
The rush to finalize this process often hinders a good choice, with a high chance that those responsible for this process will end up "forcing" the alignment between the company's expectations and the candidates and, in this way, preventing them from having the due care and patience before making the final decision
Financially, according to a study published in SimplyBenefits, replacing an employee can cost between 30% and 400% of the annual salary for that position. However, it is important to emphasize that these damages are not limited to the financial aspect, since a bad hire also generates losses of energy and time from what was invested by those responsible for this process in this adaptation curve, what aggravates, consequently, the frustration and discouragement in restarting the selection process
There will be no shortage of signs that will indicate a possible wrong hiring. After all, besides this lack of fit and success in its adaptation, managers may notice an inability of this professional to achieve the expected objectives in their roles and deliver the required results, along with the lack of credibility and authority acquired in your position and, still, an excess of energy in the attempt to allocate in the business routine, in a process that should occur in a more natural and effective way
Although a wrong hire can be "reversed" with a subsequent dismissal, the ideal is that this risk is reduced, to the maximum, through a set of attitudes and care that help those responsible for this process to have the greatest possible assertiveness in this choice
One of the most important points to be valued, logo at the beginning, is to have a full understanding of the company's values and the synergy – oh no – with the candidates' values. This is not conveyed only through what is formalized in the corporate institution, but in how it is reflected in the daily lives of all the members who work on site
This clarity needs to align with what is expected of this talent in their roles and if, in fact, he is capable of meeting these goals. This alignment regarding the deliverables, results and metrics will bring greater security in determining who will be able to meet expectations. Other, ponto que pode trazer uma maior segurança na contratação é a aplicação de testes de perfil comportamental e/ou assessments que mapeiem e tragam uma maior profundidade sobre cada candidato
On this journey, counting on a specialized consultancy in executive recruitment is a wise decision. After all, it will feature experienced headhunters and specialists in their respective fields of knowledge who will lead the recruitment process, ensuring that the pillars mentioned earlier (technical, behavioral and cultural fit) are as aligned as possible, so that the company and the executive professional have the best possible fit
These professionals will apply an in-depth reading of the reality and pains of the business, and how the best solutions according to your goals can be transcribed in the ideal profile of a candidate. This, always relying on extensive reference checks and comprehensive interviews that provide the greatest possible clarity regarding this compatibility
Making a wrong hire brings a series of losses for everyone involved. As much as it is a situation that any company may be susceptible to experiencing, the aforementioned care is extremely helpful in minimizing these chances, contributing to ensure that those responsible for the selection process have maximum confidence in whom to choose and how to conduct their adaptation so that everyone is satisfied and, together, unite efforts in favor of corporate growth and prominence
