Common hiring mistakes and how to avoid them
Hiring the right employee is a tough process. It requires you to have a strong hiring strategy in order to limit the number of costly mistakes. Josh Bersin, founder of Bersin by Deloitte, said the "real cost" of losing an employee is threefold: the cost of hiring a replacement such as advertising and interviewing, hiring a new employee, and then training that person.
To increase the chance of your next hire being a great candidate, avoid making these 7 mistakes.
Your first instinct when a job role has opened up is to recruit someone straight away. That way, you have successfully met your targets and can focus on the next active role. However, you could be hiring someone that lacks the skills and work ethic for the role or who has personality that doesn’t match your company’s culture. It’s important to take the time to find the right candidate for the role and choose an employee who has plans to stay in the company for a long time rather than hiring someone mediocre just to fill the position quickly.
2. Not learning from previous mistakes.
Why didn’t the last employee work out? Was it because they weren’t experienced enough, or because they didn’t get along with their colleagues? Perhaps they were simply not up to the job? Whatever reason it may be, it’s important to not repeat the same mistake again when recruiting the next candidate.
3. Not providing or updating a job description.
How would you know if you’ve found the correct candidate if you haven’t written out a clear job description? You should write down the main responsibilities and the relevant skills needed for that particular job. Having a job description allows the candidate to make a decision about whether they are right for the role, and it helps the recruiter to know what is needed from the candidate; whether their skill set, experience and personality match what you are looking for.
4. Waiting for the ‘perfect’ candidate.
The ‘hiring fallacy’: The belief that there is a candidate that would be perfect for the position you’ve opened up. This person will that has endless motivation to deliver outstanding results constantly, and would be willing to take up any salary offer. But, the real truth is that the perfect candidate does not exist. If you believe that there is a perfect candidate for every open position, then you will miss the highly qualified candidates who would deliver results that are just as good.
5. Hiring a candidate for the wrong reasons.
If you’re doing someone a favour or you’ve created a role for someone when it isn’t necessary. This can have implications for your company. For example, the candidate may lack the skills needed for the job, or have poor cultural fit within the workplace; either way, it is likely to be a costly error.
6. Narrow searches.
Not having a diverse range of candidates is a common hiring mistake. It’s important that people of all ages, background, experience, gender and race are all considered equally, not just because it’s a legal requirement but it helps the organisation progress. Having a diverse workforce means that you are able to attract individuals from the widest pool possible.
7. Not showcasing the company’s culture.
The error of not highlighting your company’s benefits and working environment means that candidates are unaware of company’s culture. Due to today’s busier lifestyles, candidates are seeking a work environment where they not only feel comfortable but that can work with their personal lives too. This is extremely important if you’re hiring somebody within a competitive industry. Showcase all your advantages.