Hiring and recruiting professionals know the cost of turnover and keeping a seat empty too long. There is pressure to get positions filled quickly and with the right people, which is why it’s critical to avoid every possible setback in the hiring process. And you can do just that by dodging these 5 hiring mistakes.
Skipping out on clarity
If you’re unclear about what the job entails, there’s no way you’ll be able to find the right fit for the position. Before any job posts go up or email blasts get sent out, memorize the job responsibilities, requirements, and who or what departments will be part of the collaboration process for the role. Consider what traits, skills, or experience are necessary for someone to excel in the job you’re recruiting or hiring for.
Forgetting to highlight company culture
It’s important to find the best candidate for the position, but it’s not just about the candidate fitting the role, the candidate must fit the company, and the company must fit the candidate. If you have a high-quality candidate in front of you, it’s a missed opportunity not to share the company’s culture paired with benefits, perks, and values. At the same time, this information helps to weed out the candidates that don’t align with the company’s brand.
Casting a narrow net
Diversity and inclusion are crucial to making organizations more successful by helping them grow, progress, and innovate. When a workforce is primarily made up of the same people, it will most likely attract the same type of people. However, when diversity is part of a company’s vision and values, it lends itself to attracting various kinds of people and bringing new ideas and different experiences to the proverbial conference table.
To attract different people, don’t continue to post your jobs where you’ve always posted them because you will get the same candidates applying over and over again. Instead, cast a wider net, use other sites to drive traffic, and try out additional hiring or recruiting processes.
Failing to check references
You walk out of an interview feeling good about the candidate you were just talking to. They looked great on paper and interviewed well, but you’re forgetting about the all-important checking on references. It’s ok to trust all candidates from entry-level to C-Suite on what they tell you, but verifying the information is also important. How can you hire the best fit for a position if you aren’t 100% sure of their experience, qualifications, or background?
Opening your mouth too often
Good salespeople are taught to abide by the 80-20 rule and actually follow it. This means listening 80% of the time and speaking 20% of the time. As an interviewer, the same applies. First, ask your questions, and be quiet. Then, listen to the interviewee, onionize their answers, and keep them talking. Asking open-ended questions is the best way to determine how good of a fit someone is for the position and the company.
Neglecting onboarding process
Once you’ve chosen which candidates you plan to make new hires, transition them effectively into the workplace. Create a structured onboarding process that promotes engagement, strategizes success, and encourages retention. Focus on company culture, mentoring opportunities, and the organization’s mission and values.
The hiring process can be tedious, time-consuming, and rushed. Don’t allow yourself to fall into any of these hiring mistakes that lead you right back to more turnover and then having to start the process all over again.