By Caroline Forsey

Imagine you’re a hiring manager and put up an ad for a role. After a lengthy process, you hire someone you think is a great fit.

Except, reality sets in a few weeks later when you realize they were a bad hire and you have the start all over again. A robust vetting process would help you avoid this costly mistake.

However, it’s not enough to come up with a process, you have to make sure it’s inclusive, fair, and efficient. Let’s show you how.

Hiring the wrong employee can cost companies hundreds of thousands of dollars. Back in 2016, The U.S. Department of Labor estimated this cost was close to 30% of the former employee’s first-year earnings.

Today, that figure could be even higher.

Undoubtedly, recruiting and hiring candidates is an expensive and time-consuming process. This is on top of figuring out which candidates are most qualified to succeed at your company for the long haul.

A vetting process should include a few critical elements. Let’s cover how to run an effective vetting process that’s efficient and free of bias as possible.

How long does the vetting process take?

The vetting process can take anywhere from a few days to a few weeks depending on what your process looks like, the seniority level for the role, and the industry.

For instance, a role at the Federal Bureau of Investigation likely has a much longer vetting process than one at a SaaS company. The FBI likely conducts in-depth background checks beyond a candidate’s criminal background whereas a SaaS company may focus the bulk of its vetting process on technical proficiency.

Over time, your company will start compiling data on how long the process takes based on the factors mentioned above and build its strategy based on that.

1. Write an accurate job description.

Your vetting process will be easier start-to-finish if you take the time to write an accurate and compelling job description.

I spoke to Claire McCarthy, team lead in sales recruiting, who told me the job description can help both you and the candidate ensure a mutually beneficial fit from the start.

“We have pretty comprehensive job descriptions and we want candidates to take the time to read them and ensure the role is a good match for their background and skillset, as well as their long-term goals,” she said.

McCarthy adds that it’s valuable to focus on attributes when creating your job description.

“For instance, for a sales role, we might list ‘customer-first mentality’ as a requirement,” she said.

In addition, craft your description to attract a wide pool of diverse applicants, since diverse teams perform better, and come up with more innovative ideas.

This is important because a Hewlett Packard internal report found that women historically won’t apply for a job unless they meet all the qualifications, while most men will apply if they meet only 60% of them.

However, it doesn’t only affect candidates from a gender perspective. Racism, …read more

Source:: HubSpot Blog

Author: Aaron