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After a lengthy recruitment procedure, a newly hired person shows up for the first day of work. But the new member of the team doesn’t look like the person you interviewed, at all! The difference could be in appearance, confidence, skills or a blend of all three. It's scary to wonder, "Where did I go wrong in the interview procedure?"

Well, that is not your fault. It is possible to predict whether or not someone’s interview answers are demonstrative of their future workplace performance. Following these five steps to improve the recruitment procedure can provide more certainty that new workers will fit in at your workplace, and have an optimistic work principle.

Know when to hire

It’s extremely vital that you keep the right number of employees to efficiently run your corporation. The need for appointing more staffs relies not only on how many people leave your company, but how rapidly your business is developing. Recruiting for a vacancy too soon will drain resources, but recruiting too late can also cost you greatly in terms of efficiency and profit. Hiring the right persons at right time is essential to your business’ success.

The job posting

Job ads should be really good if you want to attract appropriate candidate. It should attract your dream candidate and at the same time filter out the people who are not a good fit for the position. If ads are posted right, it will bring in the right candidates that you can interview. If you think of your job posting as a filter to keep inappropriate candidates away and save a lot of your time by not interviewing them, you need to be hundred percent honest about the ad you are posting in the newspaper or internet. Don’t oversell the vacancy, but still capturing the exciting part to attract good candidates. An effective job ad grasps the potential candidate’s consideration, draws them in, and gets them eager to work at your firm. Posting job ads to Craigslist can be hard. It can be difficult to get seen by the accurate candidates, even while you get a flood of the wrong ones. Involve the hiring managers in writing job posting that attracts the big fish. Go through each fact and make sure the position’s qualifications and responsibilities are precisely defined. Find the accurate stability with the job description, and you'll find the right person for the job. Posting job openings on LinkedIn can bring in great outcomes, if done right.

Conducting the interviews

While conducting interviews, avoid the common interviewing mistakes. Following points often prevent organizations from hiring the best person for the job:

If the job description is undefined or vague, screening and interview questions will not be effective.
Thorough training should be provided to hiring managers on how to conduct good interviews. Lack of education refrain you from hiring the right person.
Let the candidate speak more than you do. Hiring an applicant when the interviewer does most of the talking leads to poor employee.
Serious information can get left out, interviewer and interviewee may end up with an improper understanding of the other if the interviews are not structured properly.

Patterned interviews are designed to bring three things to the hiring process.

A reliable tactic to the interview process.
Development of the questions that are relevant to the vacancy.
The chance to enhance each question to be asked from the candidate.

The Final Decision

You can’t afford to hire all the good employees that your thought were good so how do you make the final decision? How will you pick the right one or two out of dozens of them?

Well, it’s a hard decision to make when know how much a bad recruitment decision can cost you. Opt for the candidate who will do the most in terms of the skills, abilities and a perfect fit for the organization.

Julia Morison is a head hunter and a research specialist at Researchomatic. She loves to help people and is the mastermind behind ama citation generator. She is a traveler, a blogger, a techie and a social activist. When she not in her office, she spends her time writing and educating the masses.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.