It’s easy to view hiring as a necessary evil. After all, a bad hiring mistake can ruin a company, and the typical “bad hire” isn’t usually something you can recover from with training and coaching.
Hiring well may be the single most important thing your company does.
The late Steve Jobs believed that hiring was the single most important management skill there was, and he believed it so strongly that it was something he didn’t normally delegate. Jobs himself interviewed more than 5,000 applicants during his tenure at Apple. You simply cannot compromise in terms of qualifications and talents in demanding fields like pharmaceuticals, where needs are very specific and great talent can be hard to find. Here’s why “good enough” isn’t good enough.
The Primary Reason for Hiring Mistakes
As important as hiring is, many organizations take a remarkably cavalier approach to the process. Without a well-defined hiring process, hiring managers and HR people base often depend on gut feelings and, in some cases, desperation. The person you want to hire is someone who will deliver results in a particular capacity, plus they have to accomplish those goals in the right way. Knowing what your new hire is expected to do and how they’re expected to do it is rock bottom basics in recruitment. Yet some hiring managers go into a hiring push with only a vague idea of these things. That’s the first ingredient in a recipe for disaster.
History Is a Powerful Predictor
We don’t like being defined by our past, but past behavior is a strong predictor of future behavior. That means that the only way you can hope to definitively answer the question of how someone will handle their responsibilities in the position you’re hiring for is to learn how they handled those responsibilities in the past. Yes, people change and mature, but they are largely beholden to habit. Not only should your new hire fulfill your requirements for experience and qualifications, in their previous positions they should have handled something similar to what you’re hiring for or, at least done something in some other capacity to prepare them for it.
Recruiting Involves Selling on Your Part Too
In an industry where competition for talent is intense, like pharmaceuticals and biotech, you’re generally going to have to make your company stands out from the crowd. Once you’ve wound down an interview with someone who is qualified and looks like a good fit for your corporate culture, you need to present compelling reasons why that person should go to work for your company. If you don’t know the answer to this, talk to some of your existing employees about why they work for your organization. After a promising interview, you should know enough about the interviewee to have a better idea of how to present your company as a great option for them.
Ask current top employees why they work for your organization.
Would You Want This Person as a Partner if You Were Launching a Startup?
One way to gauge your enthusiasm about a particular job candidate is to imagine that you’re launching a startup and looking for a partner. Would you want this person as your partner? If not, maybe you should keep looking. Perhaps you’re frustrated because you need to hire sooner rather than later, but a bad hiring choice can cause bigger problems than an unfilled position. If you’re a hiring manager for a small company, you depend on great people more than a big enterprise does, because there’s less room for error.
Great Recruiting Is an Art, But It Demands a Process
Outstanding recruitment may be an art, but it requires a process underlying it. A great painter may be exceptionally creative, but still have a repeatable process for preparing a canvas. Developing a successful hiring process helps ensure you have the tools and resources you need and that you don’t skip any steps. It also requires that you thoroughly understand your company’s culture, which is indispensable in hiring. For many hiring managers and HR professionals in talent-hungry fields like pharma, part of that process is enlisting the help of an experienced pharmaceutical recruiter so hiring can be accelerated, yet thorough.
As essential as good hiring is, an astonishing number of companies leave much of it up to fate and put themselves at risk of major hiring mistakes. HirePerfect knows better. With a choice of different fee structures and vast experience in challenging industries like pharma and biotech, we’re committed to matching the best possible candidate with the right job at the right time. If you’re ready to start your candidate search, we encourage you to contact us today.