Most common hiring mistakes


Guest blog: Ashley Lipman

The hiring process can be arduous and costly from start to finish. Many Human Resources professionals thrive on the process, while others dread it entirely and prefer to focus on current employees rather than interviewing new ones.

There are numerous factors that contribute to making mistakes during the hiring process, which result in hiring the wrong person for the job and having to repeat the process earlier than intended. As such, time, money, and productivity in different departments of the business is lost. The best way to avoid this is to avoid making mistakes during the hiring process. Here are some of the most common hiring mistakes human resources and hiring managers make.

Not Checking References

Many job applicants don’t fully comprehend the implications of having a bad reference. Some candidates who were fired from their previous job who believe they had done no wrong. On the other hand, some candidates add references with the belief that they will never get checked. In either case, failing to check their references can be disastrous.

While it may be time consuming and awkward, checking references before hiring someone is a crucial step in the hiring process. Verbal confirmation that the person is who they say they are is key to a good hire.

Not Trusting Your Gut

Sometimes you interview someone who has all the skills you need and wonderful references but seems off somehow. If you doubt someone’s authenticity, listen to that doubt and discuss it with the other hiring managers. Feel free to schedule a second interview to see if you can determine what it is that’s putting you off.

Unfortunately, a feeling isn’t usually enough to convince your team not to hire someone, and it may be totally unsubstantiated. However, if you have two final candidates and have trouble deciding, it can be the tipping point.

Failure to Evaluate All Aspects of a Person

A person is more than the skills listed on their resume or their experience in their field. They also have personality traits, values, and motivators. Take some time to find out what these are and determine if this position is right for them or if they’ll have trouble fitting into your organizational culture.

Your job as the hiring manager or human resources is not just to calculate hours (for more on that, learn here) or to assess someone based on a situational analysis. You need to look at the whole person and the bigger picture. What value will they bring to your company, aside from the skills listed in the job posting? Do they have the qualities of a high-potential employee and a leader?

Failure to Pre-Screen

When you receive an influx of resumes for a job position, it can be overwhelming to look at them all. As such, you may miss out on someone great because you’re tired of looking through resumes. You may also overbook interviews rather than eliminating candidates early on.

To avoid this debacle, ensure you have proper pre-screening protocols in place. For example, the job posting may have said that you’re looking for someone with five years of experience or more. However, you will likely receive applicants who have less than the minimum amount. You may decide to have a hard cut-off at five years or see if they make up for it in various skills and education. Defining parameters can help you narrow things down quickly and efficiently.

Ultimately, preparation is key to being successful during the hiring process.

This guest blog  is written by Ashley Lipman, a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans depending on the industry and competition.

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