Hiring can be a hard job, as there are so many elements that go into finding the ideal candidate for the job. It’s important to ensure that you hire the right people, but it’s also really easy to make hiring mistakes. However, these hiring mistakes are very common and can be avoided as long as you know what to look out for.
Here are the four most common hiring mistakes.
Hiring Only Based on the Interview
Obviously, you need to interview job candidates – that will never change. Interviews have been around from the beginning, but one of the most common hiring mistakes is thinking that an interview should be the only thing you judge on.
Some people have great personalities that’ll get you excited about working with them – you know those people who are just awesome at interviews – but not too amazing on the job. Then there are the people who get really nervous and do not put their best foot forward in an interview situation, which does not allow you to see how valuable they can be to your team. So, interview – yes. But make sure that you’re not basing your decision on the interview element alone.
“The old adage of, ‘hire for attitude, train for skill’ doesn’t work anymore. A good attitude can’t overcome a lack of skills, and when you’re growing at 100% revenue growth a year, you need the people that will get the job done right away.” – Cameron Herold
Ignoring a Candidate’s Personality
Previously, I mentioned getting excited about a candidate’s personality, which is something that you need in order to know that they are the right fit. The candidate may have the perfect qualifications for the job, but if you and your team don’t get along with them then those qualifications aren’t going to matter in the long run.
One of the things I do in interviews is swear – yup – you read that right. I swear in real life, and if doing so makes the candidate uncomfortable, I know they are not a personality fit for me and my company. Of course, if swearing isn’t your thing that’s okay, that is just an example.
“Managers often focus solely on the experience and skills of the candidate, but their character is also important. The new hire’s personality should match the company culture.” – Michael Hsu
In short, a personality you can get along with is just as important as a good work ethic, so make sure they have both before you hire them.
Rushing to a Decision
Rushing to a decision is, in my opinion, one of the biggest hiring mistakes you can make. To find the perfect candidate, it is important that you do not rush the decision. You may meet someone you think is perfect for the job on the first interview, but if you don’t take the time to look through other candidates, you won’t know if they’re actually the best fit.
Think about it like this – if you spend one month searching for the perfect person for the job and find that person, you’re set. But, if you rush the decision and invest 3+ months of time, and money training the wrong person, you’re back to square one and out several thousands of dollars. Plus, it doesn’t do that person any favors either since they also wasted their time trying to fill a role that wasn’t for them.
So – don’t rush, take your time, read 100 resumes if that’s what it takes. Just make sure that you find the right person the first time. You have to be sure they are the BEST candidate, not just a ‘good’ candidate.
“Take your time. Think about what it’s going to cost in time and money to hire and train someone, only to find that she’s not up to the job. You could end up having to repeat the whole process.” – MindTools
Not Making Rules and Responsibilities Clear
Your candidates need to know exactly what their job is going to be before you hire them. If you leave the description of the job broad and unclear then your applicants are going to be the same.
The candidate needs to know what to expect before going into the job. If they go in thinking things will be easier than they will be, or if they’re expecting your company’s way of working is something completely different, then the person you hire is not going to be the right fit, no matter how well they interviewed or how well you get along with them.
One thing I recommend to all of my coaching clients is having a copywriter write the job interview. That’s right – not someone from your HR department who will copy/paste the job description from some template and kill the life of the role. You need to ensure that the job description paints a picture of what the role is and highlights what makes it the amazing opportunity that it is. This is even more important when you’re hiring for C-Suite roles.
Without a properly defined role, they won’t know good from bad, wrong from right, success from error. Within a short amount of time, they will feel frustrated and uninspired. This will lead to a bad attitude, which will affect work culture.” – Forbes
Hiring is a hard process with so much potential for mistakes if you’re not quite sure what you’re doing. Start with these tips and you will be on your way to finding the BEST person for the job.
If you have questions or would like more information, I’d be happy to help. Please send an email, and my team will get in touch with you!
