Importance of due diligence during the hiring process

When it comes to guarantees, we can expect to receive them when we buy groceries that appear not to be fresh or when we have our cars serviced with guarantees attached, along with other large ticketed items.  This is a normal expectation.

The one area where we NEVER have guarantees is when it comes to new employees that we hire.  Over the years I have heard many many times statements such as, “She’s a great employee, but what if she moves?” or “He’s the best employee I’ve ever had, but what if he grows tired of my practice?”

While these are definitely concerns, I always let my clients know that there are indeed no guarantees when it comes to employees, be it their longevity or work ethic.  I also make the analogy of the risks we all take everyday just getting up in the morning. We could slip in the shower or, heaven forbid, get hit by another car while we are innocently sitting at a stop light.

Truthfully you do have some control when it comes to making a decision on a hire, although again, there are many things you simply can’t control. Examples are: guaranteeing that they will stay with you forever, continuing to prove themselves as the best employee you’ve ever had, and all the other accolades you hope would apply.

You can conduct background checks and drug testing, and weigh all the negatives and positives.  Many negatives can be addressed properly right from the start and corrected, since so much has to do with communication.  Thorough due diligence is a must, and when you feel all of your “I’s” are dotted and your “t’s” are crossed you really need to trust that you AND the new hire both made the right choice going forward.  Remember, they are taking a risk with you also, for there are no guarantees for them either. What they hear during the interview protocol and skill assessment might have to be enough for the new hire to believe that they too found their long term employment.

Take risks my friends, but make sure they are calculated risks.