When a new hire is terminated or quits, the employer’s investment in acquiring that employee is lost. These costs include recruiting, screening, and training the new employee. How can an employer avoid hiring the wrong person? What factors should be considered in making a hiring decision?

1. Discussion questions

Respond to the following in a minimum of 175 words:

Poor hiring decisions can be very costly to employers. When a new hire is terminated or quits, the employer’s investment in acquiring that employee is lost. These costs include recruiting, screening, and training the new employee. How can an employer avoid hiring the wrong person? What factors should be considered in making a hiring decision? How would the employee selection process differ for a high-level, key position versus an entry-level, low-skill position?

2. Response to:

Ashley Holmes

There are several ways an employer can avoid hiring the wrong person. Keep in mind hiring the wrong person could be a dangerous situation if you’re not careful when making a good decision when hiring the candidate. Some ways would be to do a thorough back ground check on the potential employees prior to bringing them on with the team.

Another way would be to create a job score card which defines everything you’re looking for within the candidate. You’re basically creating a blueprint of what you’re looking for which will allow you to find a person who will succeed in the role you’re hiring for.

Also, job proposition is very important which can be time consuming because you are proposing something to perspective job candidates which is written in a way to attract candidates that you’re looking for and will possibly push away all if the people that are not fit for the position. Inviting the wrong people into your interview process will cause mis hires. Some factors to consider in making a hiring decision would be to think about the department’s needs and the candidates’ skills and experience. Think about what’s needed for the company, what are the positions needs right away 6 months from now and long term.

3. Response to

Brittnee Calkins

I don’t believe that there is a definitive method of ensuring that a new hire employee is not the “wrong person”. Sometimes an applicant may get overlooked for applicants with more experience; only for the more experienced employee to resign or be terminated within the first year. For example, I tried for 2-3 years to get a job with a specific employer and was turned down repeatedly until I was eventually hired. I ended up staying with the company for 3 years until I was pregnant and had to resign for medical reasons.

While a thorough background check can cause a liability to the employer if they hire someone with a criminal background, I still believe that it is important to check all applicants’ backgrounds during the selection process. I believe circumstances, age at the time of the crime, and charges should be taken into account when hiring someone with a criminal background. While I wouldn’t hire someone who was convicted of credit fraud to work in a bank, they could be hired as a grocery stocker. In the same respect, I wouldn’t flat out deny an applicant just because they were convicted of assault while still a teenager; I would consider the information found in the public record along with allowing them a chance to explain their criminal background check results should they be selected for an interview.