Hiring a new employee should be exciting and reflecting company growth. However, sometimes the person in the interview is suddenly not the person that shows up to work every morning. HR needs to do due diligence in order to avoid the bad hire that can do more damage to your practice than just costing you money.

Use Good Recruiting Techniques

Research and ask the right questions for the position. There is nothing worse than asking basic questions that tell you general things about the candidate, but fail to tell you anything in-depth about their skill-level or value they can bring with training after they get there.

Give New Employees Special Attention in the First 6 Months

It’s time to see if the training you provided and the person you selected from the interview is authentic. Can they learn the task and bring value to your practice? Are there signs that this is not the right fit for the company? These questions are important for HR to ponder in order to determine if this employee fits the needs of the practice or if it is time to cut the string. You can learn a lot about someone and their skill level in 6 months.

Have a Strong Orientation Program

“Welcome to our practice and here is your desk, company handbook, and assignments. Let me know if you have any questions.” How many times is this the protocol for a new employee in your practice? Or maybe there is no company or employee handbook and they are left to figure things out because you are BUSY! Unfortunately, this is very common and why every practice needs a HRM system.

You need to have strong training for your new hires to discern their strengths and weakness, teach them the ins and outs of business practices, and make sure they understand what is expected from them in their new position. It is crucial for the new employee to get training from the strongest members of your staff so he or she can develop good habits and a strong rapport with the staff. Bonding with your existing staff is critical to keep the culture or help develop the culture you wish to have for your practice.

Psychological Tools are Helpful

There are various tools or tests to help discover different things about your new employee. Make sure the test is appropriate for the job and that you are following the legalities of your location. You cannot discriminate on a test, so make sure the test is job-related. Check with your attorney if you feel it is necessary.

Outsource Reference and Background Checks

Oftentimes this part is not thoroughly done because of time. There are many reputable companies that do background checks and provide all the necessary forms to complete to ensure full disclosure and protection of any privacy for the employee.

At the End of the Day

It is important to avoid the bad hire because you work too hard building your company around the right people who bring the right skills and value to your business and your clients. Start following these steps today and watch our webinar with HRVetResource on HR’s Evolving Role in Organizations.

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