Don’t Make These Hiring Mistakes

Having the right team is key for the success of your business. But hiring the right people is one of the most difficult tasks for business owners and hiring managers.

I’ve worked with many hiring managers who struggle with this cycle of frustration, struggling to fill positions with the candidate. And the stakes are high, as the wrong one can set back a company for months to years. Following the right recruiting and hiring process is key.

You Need to Hire Slowly

When you have a position open, you likely want to fill it as quickly as possible, right? Not so fast. One of the most common hiring mistakes I see is when emotions influence hiring decisions. Being desperate to fill a position quickly leads to hasty decisions, and often the wrong candidate is selected.

Recruiting is not a task to be rushed. Patience is key to ensuring that the right candidate is selected. While the pressure to fill a position quickly can be intense, hiring too fast can lead to costly mistakes. Take the time to thoroughly assess candidates, conduct multiple rounds of interviews, and verify references. Your future self will thank you.

…And You Need to Fire Fast

You’ve completed the hiring process, and your new employee has reported to work. But after a few weeks, you notice problems start to arise. Maybe their work ethic isn’t what they said it would be, maybe they don’t have the skills they listed on their resume. Whatever the cause for concern, addressing it as soon as possible is key. I recommend checking in with your new employees frequently, as it’s much easier to fix things early in their time with your company, rather than six months down the line.

But sometimes, it just isn’t a good fit. In these cases, time is of the essence. According to the U.S. Department of Labor, a poor hiring decision can cost a company up to one-third of the employee’s annual salary. The Society for Human Resource Management reports that replacement costs can range from 50% to 200% of the employee’s annual salary. For specialized or higher-level executive positions, these costs can soar even higher.

A bad hire doesn’t just cost the company money, but it can lead to decreased productivity, as team members may need to work harder to compensate for the new employee’s shortcomings. This can drag down morale and overall team performance. A bad hire can be a cancer.

My Strategies for Effective Recruiting

Does your company have an interview process that you follow for each candidate? If not, you are already working at a disadvantage. Without a standardized interview process, it’s difficult to compare candidates objectively.

It’s essential to adopt an objective approach to recruiting. This begins with creating a set of open-ended, probing questions that allow for a thorough evaluation of a candidate’s skills. These questions should be designed to elicit detailed responses, providing insights into the candidate’s problem-solving abilities, communication skills, and cultural fit.

Good questions are just one part of the puzzle. Don’t face an interview alone. The truth is, involving multiple interviewers in the process can provide diverse perspectives into a candidate.

Recruiting the right talent is stressful, but hiring the wrong candidate can lead you to a world of hurt that is never worth it. It comes down to having questions prepared, listening to the answers, don’t fall in love and trust your gut.