How to Avoid Hiring the Wrong Person for Your Business

By Charles Alvarez , Contributor, the Price of Business Show. * Sponsored

There is a powerful principle you can use to increase your likelihood of making better hiring decisions. This method slows down the process and improves the quality of your ultimate choices. It is simple, powerful and incredibly effective.

First, before you decide to hire a person, interview the candidate at least three times. The first time you interview a person, he will look and sound the very best he will ever be. Since we are all primarily emotional, we are often overly influenced by an attractive candidate, even to the point of impulsively making a hiring decision. Keep reminding yourself, “fast hiring decisions are usually wrong hiring decisions.”
Second, and in conjunction with the above, once you decide that you like a particular candidate, interview the person in three different places. A candidate who shines in your office during the first interview may begin to fade during the second interview down the hall in a meeting room, or across the street over a cup of coffee.

Hire In Haste, Repent At Leisure
Earlier in my career, the president of a large company tentatively offered me a position of considerable responsibility. But before he met with me to discuss salary and my job description, he suggested that I take a drive with him to his working farm outside the city. We ended up spending about three hours driving out there and walking around the farm, chatting casually the whole time. At the end of this “interview,” he offered me the job. This was his way of taking enough time to “get a feel” for how he and I would get along later.

Never Decide Alone
Once you have met with the preferred candidate three times, and met with him or her in three different places, the next part of the Law of Three is for you to have three other people interview the person. Never rely solely on your own judgment. Always invite the opinions of others, especially others who will be working with the candidate if you should hire him.

Sometimes, a person who looks good to you will reveal aspects of his personality to potential co-workers that he covers up with you. In many cases, I have had my staff reject a person who I thought was ideal for the job. I have never overridden a “thumbs down” from my staff, and I’ve never regretted it. They have saved me from myself many times.

Check References Carefully
Finally, after three interviews, in three places, and with three different people, check at least three references before you make a final decision. If the previous employer will not give you any information for fear of legal problems, there is one question you can always ask, “Would you hire this person back again?”
If the answer is not an unequivocal, “Yes!” proceed with caution. Ask the candidate why the previous employer would not hire him back. Listen carefully to the answer. It may be decisive.

Sponsored by the Price of Business, on Bloomberg’s home in Houston, TX

All opinions expressed on USDR are those of the author and not necessarily those of US Daily Review.

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