Common Hiring Mistakes
3 Common Hiring Mistakes & How to Avoid to Them?
Have you ever hired someone who did not live up to your expectations? Have you ever hired someone who greatly exceeded your expectations? How different were your hiring processes in each case? If you’re like most employers, the process each case was the same. You just got lucky – or unlucky! This is one of the most common hiring mistakes you make. That is following the same process for all roles and candiadates.
What will it mean to your business if your company is full of great employees? Does this sound like an impossible dream? It’s not! So how can we increase the odds of hiring great people, every time?
We can start by avoiding the three most common hiring mistakes:
Mistake #1: The Company lacks a systematic sound approach to hiring
Through the years, companies upgraded and modernised many of their business processes. Such as inventory management, project management, technical design. But their hiring processes still remain static. The process is mostly, run an ad, do some (unstructured) interviews, hire. The odds of getting the right person this way are about only 14%. You can flip a coin and get better results!
Mistake #2: Hiring on emotion
Sometimes you hire someone with the warm body approach. You need somebody right away, they breathe, you hire them! Hiring decisions are often based simply on whether or not the interviewer likes the person. And sometimes you hire because the candidate was outstanding in the interview.
The problem with these emotional approaches is that the chances of hiring a great employee are very low. You may desperately need to fill a position and you need to get it done with. But if you hire the wrong person, the time you save in hiring that person immediately will end up costing you a lot more in time and money.
Mistake #3: The position is not clearly defined
In order to attract superior people, recruiters must define and built superior performance into the job description. You can do this through a performance profile, which emphasizes a person do to be successful in the job. This differs from the traditional job description based on experience, skills, and education. Average performers have the right skills and qualifications. Superior performers can do the job at a superior level! Basing your job description on specific performance objectives improves the quality of the applicants for your position. Thus, improves the objectivity of your screening and interviewing processes.