How to take the guesswork out of recruitment and reduce your hiring cost

Hiring the right candidate can be a challenge. The average U.S. employer spends about $4,000 with nearly three times the amount spent on training per employee. The average time spent in an effort to hire a new worker is about 52 days depending on industry*. Do you know your own organizational cost-per-hire and time-to-hire? Are these the questions you ask yourself while meeting a new job candidate?

• Is the candidate able to perform the requirements of the job?
• Is this a reliable person that can be trusted?
• How is the candidate responding to our employer brand?

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Why talent assessment matter

Optimization of your company’s hiring process today can save you valuable time in the future. Pre-employment testing allows you to significantly narrow down the pool of job applicants to find the most suitable candidate. Pre-employment testing also reduces employee turnover, since qualified employees are more likely to stay with the company longer and be more productive. In addition, these tests aid in eliminating the potential for bias that can occur during the hiring process.

Pre-employment assessment testing gives you a chance to ask technical questions specific to your industry to gauge your potential employee’s skill level and verify that particular skills listed on their resume will meet the needs of your company. To evaluate a candidate’s skills and abilities, there is a number of companies offering standardized tests and custom-tailored tests in a specialized field.

Employment eligibility verification, pre-employment background check, live scan, drug test

In compliance with U.S. Federal and State regulations, new-hire employment eligibility must be verified by the employer. For sensitive occupations, a criminal background check and drug test may be required as well.

Using culture to your advantage

During the hiring process, your company’s culture plays a key role. For example, if your company is known for being family-friendly, you would want to bring in a new employee who appreciates that type of work environment. Employers may ask a candidate if he or she prefers to collaborate with coworkers for an entire project or work individually. The ability to work individually has great value depending on the type of company or the particular department. The assembly department, for instance, needs employees who work easily together; on the other hand, the engineering department requires employees who share creative ideas.

Selecting the "right" person

It is best to avoid a “best friend” personality and maintain a polite and respectful distance when interviewing candidates. While a new employee’s personality shouldn’t clash with anyone else’s in the workplace, differences between employee personalities can inspire more diverse ideas and enhance productivity within your company. Some personalities won’t significantly shape your company’s culture while other personalities will be credited for the growth of your company. Limiting your hiring decision by candidate's likability has a danger of missing motivated high-potential candidates coming up with innovative solutions and ideas.

*Bersin by Deloitte’s Talent Acquisition Factbook 2015

ABOUT SIMPLEX UNITED Simplex United is a one-stop Business & Career services company offering essential job-related services for Inland Empire employers and businesses and job seeker. Our services include: US employment eligibility verification (I-9 form), Criminal Background check (DOJ-approved live scan fingerprinting), Drug-free workplace program assistance, proctoring services for pre-employment assessment, employee licensing and certification, corporate and individual training programs.