Hiring a new member of staff doesn’t need to be complicated.
How many times has your recruitment process taken months longer than it should’ve? Have you ever thought you hired the perfect fit for your team and ended up with someone as useful as a chocolate teapot? Offered a candidate a position and they said that they’ve already found someone else? Don’t worry, most it happens to most organisations.
To prevent any problems in the recruitment process, we’re telling you the four biggest hiring mistakes you need to avoid.
One of the biggest hiring mistakes is not having a set recruitment process & just ‘going with your gut’.
Sometimes it can be hard when recruiting to avoid following that ‘gut feeling’. You’ve interviewed 4/5 people and then interview another candidate that you’re drawn to and then suddenly, the previous 4/5 candidates are out the window and no longer of interest. This is usually what happens when you don’t have a set process for hiring. You simply cannot just interview candidates with a hope for the best attitude. Before you invite anyone for an interview, you need to plan a process so that you don’t get sidetracked or biased towards any candidate. Without a set process or plan, your recruitment process may run on for too long (or not long enough) and you’ll end up hiring the wrong people/person.
Ask for references. And then ask for some more.
Almost convinced on a candidate but need some more insight? Don’t be afraid to ask for references. They are the best way to find out about someone. Ask for references, and then ask for some more. Someone who is confident in their ability, will be able to provide you with many references to prove their track record. If someone is standoffish when it comes to references, it’s probably a sign that their track record isn’t squeaky clean. Maybe they had a lot of absences, or had problems with time keeping or couldn’t make targets. References are a great way to find out what a candidate is really like from their past colleagues.
Hiring someone solely for their industry contacts.
Just because someone might know their way around the industry you’re in doesn’t mean they’re going to be a great fit. They might appear to have good contacts, but that doesn’t necessarily mean they’ll be a great fit for your team. You might be inclined to think that someone with good contacts in the industry can take you and your business further, but that won’t always be the case. If you’re only in it for the contacts, network on your own, attend events and conferences or speak to friends and existing colleagues in your industry. Recruit based on skill and potential, not on what you think you need to take your business further.
Hiring someone who talks the talk but can’t walk the walk.
Arguably the most common trap that recruiters fall into. There are so many people out there nowadays who talk a good game. Unfortunately though, so many candidates often talk the talk and can’t walk the walk. They might interview well and appear to be a great fit. Walking the walk is the most important part. Can they deliver on what they told you they could? Or have the just got a CV that makes them appear better than they actually are? Testing is so important. Trial shifts, testing and probationary periods are vital. Make sure you have a do-er and not a talker.
It’s inevitable that you’ll make some hiring mistakes in your time as a recruiter. It happens to everyone! But with experience comes knowledge. Hopefully in the future your recruitment processes will be slick and successful!
What are some of your top hiring mistakes that you’ve made? We’d love to hear them! Let us know in the comments or let us know on social media @blueglovejobs.
