Posted by Kevin Jarvis on 09 April 2014
You should never underestimate the importance of developing a strong hiring technique to avoid losing time and money during the hiring process. Be aware of these common hiring mistakes which should be avoided.
1. Hiring clones
If your company was made up of 100 people exactly like you, chances are it would not succeed. Businesses need a wide range of skills and personalities to get every task done efficiently.
We evaluate people more positively when we feel they’re like us, so it can be an easy mistake to make. Similarities in appearance, interests, political beliefs and experience may mean you connect well with the candidate, but valuing those similarities may blind you to the weaknesses that make the person ill-suited for the role.
2. Rushing the decision
Sure, there’s always a commercial need to hire quickly, but making a mistake the first time around will only lead to wasted time in the long run. Before you go through what can be a timely hiring process, why not consider temporary workers to get you through the short term? Calling on companies to help you fill the gap quickly could be your first port of call.
When interviewing both temporary and permanent workers, it’s important to spend time carefully assessing the resumes. If necessary, do phone interviews first to cull the candidates. Set clear goals for the interviews and make sure the interviewer knows the end goals. What do you want to find out? What personality traits are you looking for? It’s easy to tick boxes next to a list of qualifications, but it’s often the character of a person that reveals more than a straight yes or no answer. Don’t judge the candidate for at least 30 minutes into the interview. Hear all the evidence. Ask all the questions. Make small talk. Too many employers decide on the candidate’s suitability before they even ask the second question.
3. Failing to give resumes their due diligence
Despite candidates looking qualified on paper and interviewing well, checking their references is a must. Talk to other people they’ve worked with. Ask questions about their character traits, their efficiency and their punctuality. How do they cope in stressful situations?
Most important, check that the experience listed on their resume matches their previous employers’ recollections. And if you need evidence that they’ve completed certain qualifications, call or email the institutions to double-check. A fact of life is that people lie or at least fudge the truth, and if honesty is important to you, then doing background checks is a great way to tick that trait off your list.
4. Not providing the whole truth about a role
Outlining the role clearly and being honest about expectations is a sure-fire way of reducing the chances of disappointment and developing low attrition rates, not to mention low employee morale. There’s nothing worse than leaving your job for a shiny new one only to feel like you’ve been misled during the interview process.
Even if the job description doesn’t list the boring, arduous tasks, you should be clear in the interview about the fact that they need to be taken care of. Take time to explain the company culture – both the positives and the negatives. Perhaps there are plans in place to improve the negatives, if they exist. You’ll get the most of out of your potential employees if you treat them with respect from the very beginning.
5. Not bringing in a professional
Investing in a professional who’s highly skilled at finding the right person for the job is often the best way to go. If time and resources are thin across the board, then a recruitment company like Robert Half can provide assistance. Simply outline your needs and wants for the role and watch the results come in. You can be as hands-on or hands-off as you like.
Avoiding these common mistakes when hiring will set you on your way to recruiting the best possible candidates for your business.