The other day I was at an appointment, and the doctor told me that they were desperate to hire someone quickly. She said if they got a pulse, they got the job. We both laughed. She said we need another body in here as soon as possible. Sometimes, I said, you know, that doesn’t always work out because they may not be a good fit or worker with that philosophy. The funny thing is my husband was talking to me a while back and suggested that I should write a blog post for “You’ve Got A Pulse, You Got the Job!” I guess God and the universe are telling me it is time to write it.
Filling a chair or position to have a body in it is not a very good idea. When hiring supervisors don’t spend the time to make sure the candidate is someone qualified and will connect well with staff and customers in the long run, it will cause more anguish for everyone involved. Why is that?
One person’s bad attitude, incompetency, or lack of motivation can destroy a cohesive work environment.
Yes, I understand that some companies are understaffed and need people immediately because of high turnover, high caseload, or staffing ratio to the patients or security and safety reasons. However, look at time and expense training someone you will eventually have to let go, or worse, keep someone that is incompetent or a kick-starter to the other employees and customers and causes turmoil in the workplace.
Lowering the hiring standards is not the answer!
Take some time in the hiring process to get to know the candidate. Review the resume and job application. Does this person change jobs every few months? If so, why? Are they promotions or some other reason listed? If not listed, ask the candidate. What kind of positions have they done in the past? Is it equal to the job qualifications? Have specific questions about the job in the interview for the candidate to answer. Were the answers clear and concise, and right? After the interview, call the candidate’s references. Have specific questions about attendance, team player, customer service, and work performance.
If references check out with useful recommendations to the questions answered, ask the candidate to come back and meet your staff if this allowable in your company. Have the candidate engage with the team maybe see what the job duties entail. Remember, the employees have a vested interest because they have to work with this person too. If you have an open, honest relationship with your employees, they will give you their opinion. Ultimately you have the final answer on who to hire and who not to hire.
Spending a little time checking out the candidate may save you, your staff, and customers frustration and protect the company bottom-line on training the wrong person.
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