Business information written specifically for newspaper advertising departments

How to Avoid Making Bad Hiring Decisions

What a bad hire can really cost your company, and how to hire the right person for the job
There are simple ways to ensure you’re hiring the right person for the job vacancy you have.

Hiring the wrong person for an open position can end up costing your company far more than just a financial woo. According to Career Builder, two-thirds of American companies admit to making regrettable decisions in the last year. The majority of those surveyed confessed that their biggest mistake could be summed up with one bad hire. “Sixty-nine percent of employers reported that bad hires lowered their company’s productivity, affected worker morale and even resulted in legal issues. Forty-one percent of companies estimate that a bad hire costs more than $25,000, and one in four said it costs more than $50,000.” That’s an awful high price to pay for a mistake that was likely avoidable in the first place.

I’m not saying all mistakes made are preventable, but there are simple ways to ensure you’re hiring the right person for the job vacancy you have. This advice is not only notable for the newspaper sale’s industry, but for your advertisers, as well.

Some hires occasionally don’t work out. However, often times, a rushed decision causes an inappropriate fit for the employee or employer. Other reasons employers claim for a bad hire are inappropriate experience and talent and ignoring the reference checks, “a commonly undervalued part of the hiring process,” according to Gilt Group CEO Kevin Ryan.

Hiring the right person for the job starts with the job posting. You have just seconds to attract and retain a job seekers attention, so making a good first impression is nonnegotiable. It’s important to review both what you say, and how you say it, prior to listing an opening.     

Use appropriate key words to keep your posting optimized for search engines. The more relevant you keep the posting, the easier it will be for the right person to find you. List positions with traditional job titles for this reason as well. Also, give seekers a look into the culture of your newspaper, and in particular the classified advertising department. Give them information about the healthcare and 401(k) of course, but if you typically have your Monday morning meetings with coffee and donuts, tell them! Although to you it may seem like an insignificant detail, it can tell potential hires what the company is like!

Create a unique searching experience for job seekers approaching your listing. If you’re listing your opening on your site, think of outside-the-box techniques to create interest in the position. Use video or include images — like example ads or the newspaper’s logo or signature line. Show that you’re an industry that’s changing with the times so you can garner seekers who want to stay ahead of the media trends. And, lastly, make sure potentials can find the listing! Put a link on the landing page; mention it on the front page of the print product. Draw more eyes and obtain more qualified applicants.