Hiring Mistakes to Avoid

Hiring is a vital part of any business, but it's also one of the most challenging and time-consuming tasks. There are many moving parts to the process, and it's easy to make mistakes when you're working on recruiting and retaining capable employees that will become vital members of your team.

If you've already had a bad hire, you're not alone.

A 2017 survey by CareerBuilder found that 74% of employers have made the wrong decision.

These errors are costly—30% or more of the person's annual salary, which can add up!

Here are some of the most common hiring mistakes and how to avoid them.

Rushing the Process

One of the most common errors employers make is rushing through the hiring process. With so much to do and so little time, it can be tempting to post a job listing, review resumes, and hire the first qualified person who comes along.

This is a recipe for disaster.

Rushing through the process will almost certainly lead to bad hires. A hasty decision can mean overlooking critical red flags, not taking the time to vet candidates properly, and not getting a good sense of who the person is and whether they will be a good fit for your company.

The best way to avoid rushing is to plan ahead.

The average time to hire a single new employee varies by industry and position, with some taking 45 days or longer. The gap between openings and applicants is growing in 2022, with more openings than talent. As of March 2022, the Bureau of Labor Statistics reports a record of 5 million more job openings than available workers.

To avoid this common hiring mistake, plan and start the process early. That way, you can take your time, review multiple candidates, and make a well-informed decision about whom to hire.If you don't have the time to start early, consider a recruiting agency like IsoTalent. The benefits of outsourcing the recruitment and selection process include having the resources of an entire team working on your behalf and having access to a much larger pool of talent.

Failure to Define the Role Properly

Another common hiring mistake is failing to define the role properly. This can lead to unrealistic expectations, confusion about the job duties, and ultimately, a bad hire.

When defining the role, be as specific as possible about what you're looking your needs.Start by making a list of the essential functions of the job and the skills and experience required to perform them. Examples include:

  • When looking for a customer service representative, list skills like excellent communication, problem-solving, and patience.
  • For a graphic designer, you need skills like creativity, experience with design software, and an understanding of branding.
  • Engineering or high-level openings require a degree in the field, experience, and certifications.

Avoid including too many or irrelevant qualifications. This can also make it challenging to find qualified candidates. Conversely, not including enough capabilities means you may get a lot of unqualified applicants.

Besides specific skills, you should also list the desired personality traits. For example, if you're looking for a salesperson, you might want someone ambitious, persuasive, and competitive.

If you're not sure what personality traits would be a good fit for the role, ask yourself what kind of person would succeed in the position.

Once you understand the skills and qualities required for the role, you can write a clear and concise job posting that can attract suitable candidates.

Common Hiring Mistakes: Not Checking References

One of the essential parts of the hiring process is verifying references. This step allows you to confirm candidates' claims about their skills, experience, and education.

Unfortunately, many employers skip this step or only check the references after hiring for the position. This is a common hiring mistake.

You should always check the references of every candidate you're considering for the job. Failing to do so could mean hiring someone who is not qualified or has lied about their qualifications.

When checking references, ask specific questions about the candidate's skills, experience, and performance. For example, you might ask a former supervisor if the candidate is a hard worker or if they have experience with a particular software program.

Asking general questions like, "Would you hire them again?" doesn't give you the specific information you need to make a well-informed decision.

Another benefit of outsourcing the recruitment and selection process is that the recruiter working with you has experience checking references and can provide you with a detailed report of their findings.

Not Using Technology for Effective Employee Recruiting and Retention

There's no excuse for not using technology in the hiring process in today's world. There are a wide variety of tools available to help you find qualified candidates, screen applicants, and conduct interviews.

One of the most effective tools is an applicant tracking system (ATS). This software helps you keep track of job postings, resumes, and applications in one place.

ATS systems can also automate parts of the hiring process, like sending automated rejection emails to unqualified candidates.

Another tool you can use is video interviewing software. This allows you to interview candidates who live in different parts of the country or world without traveling.

You can also use video interviewing software to screen candidates before inviting them to an in-person interview. This can save you a lot of time and money.

If you don't have the time to learn new software or funds to allocate for a quality program, consider the benefits of hiring agencies that specialize in this for you. 

Common Hiring Mistakes: Ignoring Your Team's Feedback

The people who will be working with the new hire are some of the best sources of information about the candidate. Common hiring mistakes include not involving other employees in your decision. They can tell you if the candidate is a good fit for the team and the company culture.

Make sure you talk to the team members who will be working closely with the new hire before making a final decision.

Get their input on the candidates' qualifications and ask them if they would be a good fit.

You should also ask your team members if they have any concerns about the candidates. For example, they might have reservations about a candidate's ability to work well with others.

If you ignore your team's feedback, you might hire someone who is not a good fit for the company. This can lead to problems down the road, such as poor job performance and conflict within the team.

Hiring Decisions Based on Gut Feeling

It's essential to trust your gut when deciding, but you shouldn't base your entire hiring decision on a gut feeling. Too many business owners make the sole decision to hire or not to hire based on how they feel about the candidate.

You need to have a well-thought-out plan for the hiring process and make sure you're considering all the relevant factors before making a final decision.

For example, don't just hire the first candidate who seems friendly and outgoing. Make sure you consider their qualifications and whether they're a good fit for the position. Also, don't look at their skills and ignore their personality.

A candidate might have all the skills you're looking for, but if they don't fit into your company culture, they may not be successful in the long run. A benefit of outsourcing the recruitment and selection process is that all decisions are grounded in fact.

Hiring a professional recruiter can help you find qualified candidates, save time and money, and avoid common hiring mistakes. IsoTalent is an excellent option if you're looking for a quality recruiter to help you with your hiring needs. We have a team of experienced recruiters who can help you find the best candidates for your open positions. Contact us today to learn more about our services.

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