A third of new employees will quit their job in the first 90 days. To reduce that number we have collected 5 common hiring mistakes made in recruitment. Read on and learn how you can avoid them!
Hiring Mistake #1: Too Much Focus on the Past
When you are in a recruitment process, it’s tempting to focus only on the candidate’s resume. Sure, resumes give insight in a professional, but, similar to investments, past results cannot be relied upon for future performance.
Try turning things around by thinking about their future. One of the key elements to consider is a candidate’s potential. Maybe a professional does not have one of the necessary skills required for the job, but, in the end, how crucial is it really? And is it really that difficult to learn? What could be more important in these cases is a potential employee’s learning agility. Also, a candidate may be the picture perfect on paper, but once onboarded, appears to be a real mismatch with the team. Ouch!
Hiring Mistake #2: Over-Reliance on Intuition
If you’re a hiring manager, working in human resource or have a lot of experience in hiring people, it can be easy to slip into old habits. Your gut never lies, right? Wrong! Intuition can be beneficial but should be handled with great care.
One of the major risks underlying trusting your gut feeling, is that it has a proven negative effect on diversity and inclusion. Hiring decisions based on gut feeling or a general positive feeling towards a candidate undoubtedly include confirmation bias (you look for evidence or signs that support your preconceived opinion). Maybe you remember from our last blog on diversity and cultural fit that there is a big risk of hiring mini-me’s when you hire based on gut feeling.
One of the ways to avoid a bad hire based on gut feeling, is to make sure you have a clear hiring and selection process which includes assessing the extent to which the candidate’s values align with the values of your company and team.
Hiring Mistake #3: Lack of Clarity About the Role
If you’re not sure what you’re looking for, then you can’t really expect a prospective employee to know. Spend sufficient time working out and prioritizing what the critical factors in the job are. And write them down in a clear and concise job description, avoiding cliches and without stating the obvious (who wants to hire an inflexible communication nitwit)? Make sure to reflect what is really important for the new employee to be successful in the job and what your team stands for in terms of values and way of working.
Once you’ve done that, you’ll be in a far better position to see if your candidates are good matches. List five or six key indicators you’re looking for and keep a running score during the interview process about how well each candidate performs.
Hiring Mistake #4: Talking instead of Listening
It is one of the major pitfalls of us human beings; we love to hear ourselves talk. It is of utmost importance that you suppress this nasty habit when interviewing candidates for your team. Interviews are your chance to get to know who you have in front of you. When you talk, you don’t get to know your potential future employee. It is as simple as that.
Silence is gold; after a candidate answers a broad question, a pause from your side will most likely result in a more complete and unrehearsed answer. It can also reveal a candidate’s response to a potentially stressful situation, and their ability to give an answer quickly.
Hiring Mistake #5: Failing to engage with Candidates
Did you know that the number 1 frustration of job hunters is a lack of response from employers or recruiters? Well you do now.
Imagine starting the search for a new job. You see a job advertisement at a company that appears to match your ambitions. Great! You brush up your resume, write a compelling motivation letter and apply to this job. And then… silence. Nothing. Not even a receipt confirmation. This is no exception but in fact reality for more than 60% of all job seekers.
In addition, if you are interviewing 4 candidates for 1 position, consequences are 3 of them will not get the job. Unfortunately, in many cases, these professionals do not only miss out on the job, but also on proper and personal feedback. Make sure to ALWAYS follow up with the candidates that were not selected for the job. It is not only a decency standard but also keeps the candidate enthusiastic about your company and future job openings. In fact, the majority of job seekers indicate that status updates during the hiring process would improve their overall experience which leads to positive talks about your organization.
Hire well Today, Prosper Tomorrow
So here you have it! We at The Talent Inn truly believe that avoiding above hiring mistakes will lead to more sustainable hires and better people on the payroll. And, don’t forget, it is all about the candidate experience.
Ilona and Selvi