The hiring process continues to change every year. However, some things always remain the same, no matter how different the job market is, such as the common hiring mistakes that every hiring manager should be aware of, no matter what industry you’re involved in.
So what are these frequent problems? How can they harm your business, and how can you combat against them?
Read on to discover the five common hiring mistakes every company should avoid.
Waiting for the “Perfect” Candidate
When hiring managers look for candidates to join their company, they all want to find the perfect employee, the new hire that checks all of their boxes.
This ideal person has the recommended work experience, required skills, and company culture-friendly personality that the position’s description calls for. They’re motivated, passionate, and more than willing to accept the initial salary you’re offering them.
This type of person also does not exist. The “perfect” candidate is a hiring myth, and you will waste time and resources waiting around for them.
More importantly, while pursuing this nonexistent recruit, you’ll miss out on other highly qualified candidates who could fill the opening and be an asset to your business.
Rushing the Hiring Process
However, just because the “perfect” candidate is an unattainable hire doesn’t you should rush the hiring process. Why allow your business to settle for a new employee that won’t add anything?
You might feel desperate to find someone new if your business is currently short-staffed. But more important than reducing your current employees’ workload is finding them a co-worker who will be around for the long-haul. By rushing the hiring process, you might be adding someone who only wants to stay for a short time before looking elsewhere.
You and your company deserve the best possible candidate you can find. Be practical but also be patient.
Only Focusing on the Resume
A candidate’s resume is a crucial part of the hiring process. It’s necessary to see whether or not a potential new hire has the required skills and experience to perform in the position that’s available.
However, a resume should not be the sole basis for why a hiring manager chooses to bring someone into their business.
Just as essential as an employee’s qualifications is their personality. Would they fit into the established culture of your company? How do you think they will work with their colleagues and customers?
The words and numbers on a resume should not be the only thing you pay attention to when reviewing a potential new hire. A person’s character directly ties into their performance, and it should be considered and valued just as much as the skills they possess.
Not Checking References
Candidates’ resumes and personalities are strong indicators for how they will perform as a member of your organization. However, it’s vital to check their references to confirm these pieces of information.
Speaking with a potential new hire’s previous employers will help give you a better picture of the type of worker they are. Hearing what a candidate’s former company has to say about them can play a major role in your eventual decision to hire them or not.
Furthermore, you may want to perform more specific background checks on any and all candidates that you are seriously considering hiring. You want to be sure that everything they are telling you about their work experience and character is honest and accurate.
Posting Unclear Job Descriptions
If you want the best applicants possible for open jobs at your company, you need to make sure that your job descriptions are as clear and precise as possible. Vague, unclear terms in job postings could lead to people applying for positions for which they are not qualified.
Be as defined and detailed as possible with your job descriptions. Be sure to include specific skills that employees will need, particular responsibilities that they will be required to take on, and the number of years of experience they must have.
By doing this, you are helping to ensure that your pool of applicants have the necessary attributes for the job you need to fill.
Keep these five potential mistakes in mind whenever you look to hire new employees.
These simple reminders will save you time and resources and prevent bigger problems that could happen down the line.
Do you have any other questions or concerns about the hiring process? If so, please contact us so we can assist you!