Bad hiring decisions not only cost your company money, they also can lead to bad morale, reduced teamwork, decreased productivity, increased turnover and a damaged reputation, says author Brett McIntyre. He quotes a study that shows bad hires typically cost businesses around $40,000 for entry to mid-level positions.

So, how can you avoid making a costly decision when selecting a job candidate? Here are three commandments to hire right.

1. Get clarity on what you really want

Thoughtfully and thoroughly define the position qualifications and responsibilities. Be sure to include the soft skills, which often get overlooked in job descriptions. These skills are just as important to consider in terms of how well the candidate will fit in with the company’s culture and how well the candidate will work with you and your team.

Qualifications include:

• Overview of the role

• Job responsibilities and tasks

• Specific qualifications

• Training, credentials and experience needed

• Professional skills and talents the candidate must posses

Soft skills include:

• Professional

• Personable

• Stable

• Positive

• Punctual

• Responsible

• Collaborative

• Good communicator

• Authentic

• Adaptable

2. Evaluate and compare candidates on three factors:

Interviewing is more of an art than a science, so trust your mind as well as your gut for a sense of how a candidate measures up in these areas.

a. Competency

Does the candidate meet the qualifications?

Does the resume highlight his/her accomplishments that relate to the job description?

Are the resume and cover letter error-free and do they demonstrate good writing skills?

b. Motivation

In the interview, does the candidate demonstrate enthusiasm and interest in working for your company?

Has the candidate done research on the company?

Does the candidate ask thoughtful questions about the job, the company at the end of the interview?

c. Fit

Did the candidate make a great first impression through his/her punctuality, appearance and manner (eye contact, handshake)?

Did the candidate exude confidence, authenticity and positivity?

Do you feel this candidate would fit in well with your team? In the company?

3. Ask better questions

I recommend asking every candidate the following three questions:

1. Why do you want to work here?

2. Why should we hire you?

3. What questions do you have for me?

If you’d like to hone your hiring skills to ensure you select the best possible candidate for the position, I can help you develop a proper job description, customize your hiring process, ask insightful questions and use a checklist to sure you’ve covered all the details. Contact megan@wallscareercoach.com to learn more.