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October 2022

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All organizations, regardless of their size, could use a refresher course in hiring. Even experienced human resources professionals will benefit from a few reminders about good hiring practices. No matter how many individuals your organization has hired over the years, bad hires still happen. Perhaps a manager was in a hurry to hire to fill an important opening. Or, your staff hired someone because an employee knew the applicant, and they seemed nice enough. Or, a so-so candidate was hired even though the person doing the hiring knew that they could do better if they only kept looking. And the list goes on.

The accompanying infographic, Are You Making These 7 Hiring Mistakes, presents statistics showing the serious consequences of hiring mistakes. Almost three out of every four employees admit to hiring the wrong person for a position, a figure that is astounding. Considering the time spent in the job search and the financial costs of a wrong hire, that adds up to a whole lot of wasted time and money.

A bad hire is more than a financial mistake. Bad hires negatively impact overall employee morale. Supervisors spend too much time managing employees who cannot perform up to the standards of the job; bad hires may not get along with their coworkers; and employees lose confidence in the ability of those doing the hiring. Bad hires either realize they are a bad fit and leave voluntarily, or they may get fired because they can’t do the job. Either way, you are soon in the position of having to hire all over again.

How can you improve your organization’s hiring process? Follow the infographic’s advice! Don’t skip any of the important steps in the hiring process. Attempting to hire someone quickly may lead your human resources department to neglect pre-employment screening and/or background checks. They may be using templated job descriptions that don’t thoroughly describe the position and your company culture.

Mistakes can be made during the interview process, too. Asking “easy” questions or deciding to hire someone because the interviewer likes them personally can lead to bad hires. Yes, personality is important in getting along in the organization, but it shouldn’t override the ability to perform the job.

The biggest takeaway from the infographic is that taking the time to hire correctly, even if it means a delay in filling the position, is the best way to go. The right candidate will appear at some point, even if you have to re-open the job search process. A little extra time spent in finding the best person overrides the amount of time and money wasted in the future because of a bad hire.

The following infographic was created by a vetting company and should be required reading for anyone in your organization who is involved in the hiring process.

Infographic provided by Global Verification Network

Even before the pandemic changed the professional landscape, remote work was an increasingly common part of the business world. Technological advancements made it possible for employees to stay connected and contribute remotely, and a growing number of employers recognized the value of offering employees more flexibility and, ultimately, a better work/life balance to expand their candidate pools and keep their employees productive and engaged. Kitchen tables transformed into makeshift workspaces and in-person meetings gave way to tele- and video-conferencing. Similarly, finding a job has taken on a virtual component.

If you’re one of the millions of people who are searching for a newn opportunity right now, you havewill probably noticede that the process is decidedly different from the last time you were in the job market you were.. Most likely, you are alreadywere familiar with the protocols of emailing your resume and portfolio, searching through online job sites, and being mindful ofpaying close attention to your social media footprint. Now, however, it is common to go through the entire interview, offer and negotiationng processes without ever meetingspeaking to anyone from the potential employeranyone in-person. In fact, some organizations even are onboarding new employees remotely, as well. This is more convenient in numerous ways, but it also comes with a new set of challenges and requires more self-motivation and diligence than ever before. .

SomeMany professionalseople can thrive no matter whatregardless of the environment, but others are more comfortable when they have clearly delineated boundaries between work and home. Remote working of any kind blurs these lines and makes it more difficult for some to shift gears. Just like working from home, This is why stickingcommitting to a routine during your remote job search is key. This might meaninclude setting attainable goals such as updating your resume by a specific date or applying to a certain number of opportunities each day. This will allowway, you to can overcomeavoid procrastination falling into bad habitsand avoid  or feeling overwhelmed.

HAt times like these, having a strong professional network of professionals in your field is also now more important than everbecomes even more important. With so much of the business world shifting to flexible remote work environmentsarrangements, the opportunity for impromptu or everyday networking has suddenly disappeared. Conversely, this also meansthe people in your circle may be come moree accessible through emails, phone calls and social media. Be sure to keep in touch with them on a regular basis — whether it’s a friendly email asking for advicean insight or a virtual coffee break to discuss industry trendshappenings.

For these and other tips you can use to stay focused and be successful with your job hunt –, even while you’re stuck at home –, see the accompanying infographic. It provides hints and reminders that can help you find success when navigating the virtual waters of the current labor market.

Infographic provided by The Jacobson Group, insurance executive recruiters