Job seekers think all the pressure is on them, but recruiters also have to deal with the stress, risk, and investment of the hiring process. Simple mistakes during recruiting can cost a company precious time, energy, and money. Though some of these common mistakes may seem harmless in the beginning, the results could go beyond simply missing out on a great hire. It is time to step up your game. To put your company a cut above the rest, you must execute deliberate, mistake-free recruitment.
These are the top 9 hiring mistakes you need to be sure to avoid.
1. Doing Too Much Talking
It can be a tricky balance, preparing a candidate for a position without giving away too much information. However, one thing always remains true during interviews: the candidate should do most of the talking. Discussing the job, the work environment, and the company during an interview is a waste of time. It is something the candidate should be prepared for before coming to the discussion. That way, you can spend the time determining the skill set of a candidate and making sure they are a good fit within the company’s culture.
2. Inadvertently Signaling Correct Responses
When conducting interviews, be sure to phrase questions, so they do not give away the answer you are seeking. This is an easy mistake employers make when asking yes or no questions. Also, a hiring manager’s body language during an interview can give a lot of away. Nodding may seem like a simple enough gesture, but doing so could indicate to the applicant that he or she should respond to the question in a certain way. Candidates are predisposed to tell you what they think you want to hear, so no need to compound the issue.
3. Hiring Based on Past Success
Yes, it is essential for any candidate to have a successful work history, but it is not the most important thing. Some managers make the mistake of hiring based on this quality alone. In turn, they find out soon that even the most successful applicants may not be the correct fit for their unique positions. Instead, a recruiter should focus on skills and characteristics that will transfer to their company.
4. Hiring from Competitors
It may prove helpful to hire the right person from a competitor. However, all too often, companies will snap up a mediocre candidate based simply on the fact that he or she came from the competition. A lazy person, even one who knows the ins and outs of an industry, is still a lazy person and not someone hiring managers want on their teams.
5. Misinterpreting Applicant Data
As a hiring manager, do not misconstrue information or answers from applicants. It is easy to fall into the trap of listening for what you want to hear, putting either a negative or positive spin on it to suit your needs. As an employer, you cannot afford to make this mistake. Instead, listen to what applicants are saying.
6. Jumping to Conclusions
Managers should not let their personal attitudes get in the way. Do not allow personal bias to hurt the decision-making process. It is essential when reviewing resumes to give the applicant the time they deserve. A 30-second skim will not provide any hiring manager a clear picture of the candidate. Instead, be fair and provide the resumes and applicants the time they deserve, regardless of any personal feelings toward a person.
7. Hunting for Negative Information
It is one thing to be on guard against poor candidates and entirely another to shoot holes in perfectly acceptable applicants on purpose. Recruiters should focus on hiring a person instead of looking for any reason to eliminate him or her from consideration. This mistake follows the previous one about personal bias.
8. Overlooking a Candidate’s Behavioral Patterns
During the hiring process, it is the manager’s job to see if a candidate has relevant and appropriate work habits. Their behavioral patterns need to mesh well with the company. Any good prospective employee should conduct themselves professionally and communicate effectively, especially under stressful circumstances.
9. Deciding Too Quickly
Needing to fill critical positions will put hiring managers under a lot of pressure. Because of this problem, they tend to rush the process. For better results, recruiters need a realistic hiring timeline. Instead of accepting the first qualified applicant that comes through the doors, a manager should interview at least three to five candidates before making a decision.
