How to Hire Right the First Time

Bad hiring

So you plan to hire several employees this year. How can you ensure you get good people the first time around to save time and money.

With the cost of selecting the wrong people adding up to 2 times the salary, you want to make sure that you hire right.

Many small companies will be hiring and facing the pitfalls of bringing the wrong people on board. Bad hires are costly, and they can sidetrack your company’s growth.

Frequent turnover can also negatively affect your employee morale and even sour your company’s wider reputation. When relationships have been built with customers and then the employee has ‘disappeared’ then this can also affect the customer and business relationship.

Lack of time and attention to the hiring process is the root cause of poor hiring decisions and employees.


We have heard it all…. “Why does it go wrong? The Manager doesn’t take it seriously because they are too busy running the business, so the hiring process is not a priority.”

Here are some tips to help you make good hires every time.

Be clear about what you want. Have a clear Positions Description!! Do make sure you’re clear about what the job entails and the skill set you need in the person who will fill the position. “Identify the essential requirements—knowledge, skills and traits—for successful performance in a job. Choose interview questions that will enable you to quickly determine if the candidate’s experience is relevant to your job opening.

Don’t skimp on evaluating candidates. That means conducting background checks, having multiple people in your company interview candidates, and speaking personally to references.

Test drive applicants before hiring. Consider try-out arrangements such as temp-to-permanent, contract-to-hire, or working interviews. This allows both employer and potential employee a chance to see if there’s a good fit. I recently had a financial services client that trialed a candidate and now have offered her the role.

Poor compensation is a major reason a new hire may not work out. For instance, someone who takes a job with you may get a better offer a few weeks later and decide to jump ship. The economy has rebounded and candidates are getting multiple offers. If your organization truly likes a candidate, offer them fair market value. Supply and demand has reversed from a few years ago.

Pinpoint candidates online. Look for niche talent and develop relationships with potential job candidates using online networks. Use social networking websites to target job candidates with a very specific set of skills.

Ask your employees. Don’t neglect to look inside your organization when you’re filling open positions. Employee referrals are an excellent source for potential hires because a current employee is likely to give a realistic preview to a candidate and is less likely to refer someone who will not be a positive reflection on themselves. Consider promoting from within, too. Proven employees who already know your company and fit in well with the culture are the easiest hires you’ll ever make.

Moreton Bay HR Solutions partner with business to provide a complete range of recruitment services including search and selection (advertised or otherwise) and pure search. Contact Nicole today on 0459 220 516 or email:

Nicoles Photo Nicole Allen – B.Mgt, Dip. Mgt, Dip.HR
Managing Director

Nicole Allen is the Founder and Managing Director of Moreton Bay HR Solutions and MBHRS Pty Ltd. In 1996, Nicole Allen commenced a successful career in operational and strategic human resources, recruitment, management and communications field. She has held some significant positions ranging from Human Resources Generalist to Group HR Manager in Mining and Resources, Uranium, Oil & Gas, Defense, Heavy Manufacturing, Information Technology, Utilities, Finance and small to large business sectors.

With more than 20 years’ experience in the Human Resources Management and communications field, she brings a diverse and unique HR and communications expertise and knowledge. She is a strong believer in employee communication as being the biggest key to business success and has a consultative approach which has underpinned her successful development of HR programs which improve the culture and behaviour of employees.

Amongst Nicole’s list of Qualifications, she holds a Bachelor of Management majoring in Communications, Diploma in Management and a Diploma in Human Resources.


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