Hiring mistakes are costly. Have you employed someone only to find they have disappointed you?
I’m sure we have all employed someone, only to find later that they weren’t what we thought they were, that they couldn’t do the job, or they didn’t fit in with the team. How can we avoid this happening in the future?
Employing the wrong person can be costly. There’s the cost to terminate them and the cost to find and employ their replacement. But these costs could be minor compared to the damage that the wrong person can do to a project or company. We rely on our project managers and supervisors to deliver a quality project, safely, efficiently and on time. Failure can be expensive, costing the company money and reputation. In a few weeks huge damage can be done, but unfortunately, companies could take several months to act, to go through the termination process and find a replacement. A sad indictment is that sometimes companies don’t take action, and some of these poor-quality employees simply get transferred to other projects, where they continue to harm the company.
The hiring process
People are usually employed to replace someone who has left, or to fill a position on a new project. Unfortunately, these positions often have to be filled in a hurry, and construction companies, sometimes, have to make-do with literally the first (maybe only) candidate that walks through the door.
Frequently the hiring process isn’t done properly, and we end up with a person unsuitable for the role, or someone who is unhappy and leaves. In some cases, somebody more senior and expensive than is required is employed.
Often the main criteria for assessing the person are their skills and experience. However, construction companies and projects vary, and a suitable candidate for one project, or company, may not necessarily be the best for another.
Sometimes the task of finding and employing someone is left entirely to the HR department, who are given only the briefest description of what’s required. “I need 5 Supervisors yesterday.”
Regrettably, some companies base their hiring on whom they can afford. It’s not about the best candidate, rather about the cheapest. Construction is a people’s business. You can have the most expensive and best equipment, but if you don’t have the right people to operate and manage the equipment then it’s all for nothing. A good person can literally be worth their weight in gold. Of course just because a person earned a good salary with their previous employer doesn’t always mean they will be a good employee, or the right employee, for your project.
Who is the right person? 10 points to consider.
Here are 10 things that I think should be considered to determine if someone is the ‘right person’ to employ.
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The opinions expressed in the attached articles are those of the writer. It should be noted that projects are varied and different laws and restrictions apply which depend on the location of the contractor and the project. It's important that the reader uses the supplied information taking cognisance of their particular circumstances. The writer assumes no responsibility or liability for any loss of any kind arising from the reader using the information or advice contained herein.
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