The Great Candidate Quality vs. Quantity Debate Part Two

 

By Jessica Miller-Merrell

In Part One of this series we outlined the specifics behind the right times to pick quality over quantity and vice versa. If you’re a company that has had bad experiences with mass hiring and not necessarily picking the right candidates for the job, you’ll find these benefits to be very true. Hiring for quality has its perks and they’re good perks too!

Before we get into some of the top perks of hiring quality over quantity, here are some quick pointers on hiring quality employees.

Use Validation Testing. There’s nothing worse than a candidate coming in for an interview and saying their amazing at this and that, then not having a clue once they’re hired. Prevent this with using specific testing software that’ll see if the candidate really knows what they’re talking about. People lie on their resumes all the time. Prevent yourself from being lied to.

Use Referrals. The average time it takes to fill a job position using a referral is 29 days opposed to hiring someone off the street at 39 days. Use your employees to recruit their friends. We all know someone who knows someone who is good at whatever job position you need to be filled. Use your inter-office connections! Give incentives!  

Now that you know a couple ways to hire quality candidates, here are the benefits that you’ll reap from taking the extra step. The right employee can have an amazing impact on the success of your business. A quality person can do more with less. He can bring fresh ideas to the table. She can self-motivate and go above and beyond the job description.

Increased Productivity. This one seems to be a no-brainer. If you hire quality candidates and you treat them as such, they will be brand advocates and want to work hard for your company. Your success will be their success. According to the most recent Gallup calculations actively disengaged employees – those that are least productive – cost the American economy up to $350 billion per year in lost productivity. 

Decreased Turnover. Hiring a candidate that is not only right for the job, but fits into your company culture will result in decreased turnover.  If you’re hiring awful candidates not only will the high cost of training cripple your company, but also the loyalty within your office will suffer.

High Morale. You might wonder how this is derived as a benefit from hiring quality over quantity. Office dynamics play a huge role in the success of a company. If everyone is able to do their job right and even throw out game-changing ideas, your company will be on a metaphorical high all the way to the top of the Fortune 200/500.  After all, who doesn’t want to work for the leader in a particular industry? Put the proper people in place and they will take you there.

The pros and cons to hiring for quality over quantity could be listed out for decades and the debate over which to hire could span a lifetime. Based on what was learned from Part One, the coin could be tossed both ways. No matter, which way you go, know the benefits of hiring for quality.  What do you think? Quality or Quantity?

Photo Credit.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media.  She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs.