Monday, November 20, 2017

How to Hire Right

In response to my request for ONE question that keeps you awake as an HR professional”, I received a question from one of my followers on the challenge that she is having with recruiting the right candidate(s) for her company. In today’s post, I will be addressing this question.

Question from audience:
“How to hire the right hands on the job has been a major challenge for me. Sometimes, I wonder if it’s me or the people or the system. May I please know the way out because I believe that when I have the right people, every other thing will be in place? ~ A.S.”

Response by #HRwithEM:
When you hire the right person, you are happy, and the company is excited too.  However, when you hire the wrong person, the company is sad, worse off, and your job, if care is not taken could be on the line. When quantified, a wrong hire is a huge cost to any company, in terms of lost productivity, negative work environment, and lost time, including that of the recruiter.

As has been said, the building that would stand the test of time will depend on how solid its foundation is, hence you need a solid foundation in the recruitment function in order to be successful in selecting the right candidate for hire that would contribute to the success of your organization.

The three major areas that have to be strengthened if you are to succeed in overcoming this recruitment challenge are: the hiring manager, job description and interview questions.

1. Hiring Manager – for the foundation of a building to be solid, the builders must be skilled at their job. One of the major reasons for recruitment error, identified by, is that “most managers have not been trained in the art and science of hiring human beings”.  Lack of appropriate training of the managers contribute heavily to hiring wrong-fit employees for the business. If this gap is addressed, you would have solved 50% of the cause of recruitment error.

2. Job Description – the need to define exactly what the role is all about is critical. This role definition should be aligned to the specific business of the company. Avoid using generic job descriptions that does not speak to the business of the company. Every job description should have three parts. The first is the expectation of the role, what needs to be accomplished and/or responsibilities. This section defines what success would look like. The second part should describe the knowledge, skills and abilities (KSAs) required to achieve success and accomplish the responsibilities outlined. The third and final part should describe the behaviours expected of the incumbent as this is very critical to the success of hiring the right-fit, especially one who fits the culture of the company, as you would not want to have a cultural misfit join the company. Using my example of a building once again, if the architectural, electrical, and mechanical designs are not in place, the builder would build blindly and the building is likely going to collapse. This is not what you would like to experience, hence, deep thought should be put into coming up with this document, which will contribute to either the success or failure of the hiring exercise.

3. Interview Questions – the interview questions are to be derived from the job description. These questions must be specific and measurable in order to be able to draw out responses that would demonstrate that the candidate(s) possess the knowledge, skills and abilities to deliver on the job responsibilities. One of the interviewers focus should be to observe the behavior being displayed by candidate(s) as they respond to questions, in order to determine cultural-fit.

Should you require assistance in deploying appropriate interviewing skills training for hiring managers, developing appropriate tailored job descriptions and/or specific and measurable interview questions, please do send an email to

You can still send in your ONE question that keeps you awake as an HR professional”, to, and see me address same in my subsequent posts.

image credit: mystarjob


  1. This is great post sir. May God continue to bless you sir.

  2. Nice article sir,thanks for making me know why some companies face a lot of problems and then fold up.