7 BIG HIRING MISTAKES
January 11, 2018
In companies large and small for any type of business, we all know that hiring the right people is critical. In fact, it is especially important for smaller companies with fewer employees. One hiring mistake can create a ripple effect that impacts on other employees. Avoiding these common and hard-to-detect recruitment errors can save your business huge unnecessary costs.
Here are 7 hiring mistakes to avoid.
1. Don’t Rely Only On The Resume
With outside help from the internet and other sources, anyone can create a good resume. A candidate may also be able to tell you brilliant stories, but can he or she relate to the critical role and requirements you need for that job? During interviews, you should list specific written questions directly related to the work responsibilities the person will be handling. A nicely crafted resume alone isn’t a guarantee of hiring success, just like a nice brochure can sell a product but doesn’t necessarily guarantee a durable one. Avoid the mistake of hiring before finding the right fit simply because the candidate’s resume is impeccable.
2. Look For What You Need Rather Than What You Had
Before you start hiring, it’s a great time to take a long, hard look at your organisational structure to clearly define what type of person with the right skill sets you need to not just fill “the job” but to see if there are ways that this position can be changed or extended to further improve your business. If you can get someone who brings additional skill sets to the job, it’s a real bonus. Hiring successfully isn’t mere patch work or more headcount. Before launching a search, ask yourself the following key questions:
- is the vacant position critical
- has the role been filled in the past or is this a new role
- what are the challenges associated with the role
- can the responsibilities be distributed to a number of employees
Surprisingly, answering these questions can lead you to a decision that doesn’t even require a hiring step.
3. Don’t Hire Friends & Family
One of your employees recommends a friend or family member and grossly overstates their qualifications. They may be sincere in trying to help but their desire to help out a family member or friend may not align with your need to hire great employees. Besides, more family members and friends in the same department can just wield more power, upsetting the equilibrium of the whole department.
4. Rushing The Hire.
Hiring too fast can result in a mistake. Your first impulse is to get someone quickly so daily operations are not affected. However, moving too fast can result in your hiring a person who lacks the proper skills for the job or who does not fit in with the culture and the way your team operates. There is no hard and fast rule on what the perfect time is for making a hiring decision. Following a recruitment plan and managing within hiring windows and timetables can help you take a more proactive instead of reactive hiring approach, thus allowing you enough lead time to carefully assess the need and the candidate’s overall fit.
5. Hire For Attitude, Train For Skills.
You can’t train enthusiasm, a solid work ethic, and great interpersonal skills. These traits can matter more than any other skills a candidate brings. Skills and knowledge are worthless when not used to improve your business and experience is useless when it is not shared with others. Hiring for technical skills and background alone may get you in a tight spot in the long-term. Avoid hiring based on very skills-specific focus and remember to assess for behaviour and attitude as well.
6. Don’t Rely On Gut Feeling.
You feel you can tell if a candidate is right for the job or not because you have had success before. Selecting an individual because you like him or her after a few minutes conversation has a low percentage success rate. These days, many job- seekers have become practiced at the art of the interview. They know how to come across. Gut and instinct are misleading. Hiring objectively and getting feedback from the team conducting the interviews can keep you from going down this unreliable and dead end recruiting path. An objective recommendation to hire based on multiple facets of an individual should not rest on one person’s gut feel or impression. That’s a disaster waiting to happen. Avoid this mistake at all costs!
7. Hiring From The Competition.
Hiring the right person from the competition can be a smart move. After all, if you can’t beat them, hire them, right? Well not necessarily. Hiring an “average” person just because they come from the competition is not smart. It’s better to get the “right” person from outside the industry as long as this person has the ability to perform the job you are hiring them for. To your credit, this person can prove to be a “superstar” in time. Credentials and previous company affiliation isn’t a guarantee of a successful hire. Avoid this error by making sure that the candidate is really who you need.
Let IES help you interview and hire the right candidate for the job. We can assist you in every step of your recruitment process.
If your company wants to evolve from good to exceptional, it’s wise to partner with an executive search agency that has a proven track record in identifying, screening and recommending the right individuals to fuel its success. Call IES, one of the best executive search firms, today at +632-551-1843.