Aside from being a headache and a time drain, hiring the wrong candidate can cost a business money, increase employee turnover, diminish morale, and more.
As a recruiter, HR professional or hiring manager, it sometimes happens that a candidate who had the right credentials seemed to fly through the interview process, and had impeccable references turns out to be a lousy fit once they’re on board.
Here are 4 of the typical hiring mistakes many organizations make, and how to correct them before they happen:
1. Does your Job Post Truly Reflect the Job?
The first mistake leading to a bad hire often starts with a bad job description. Companies make the mistake of posting a job that only focuses on the skills or education needed for the position. To attract the best applicants, hiring managers should identify what they can offer candidates. Highlight why a potential candidate should be excited about working for the firm. Reflect on what makes the organization unique and highlight those qualities in the job posting. Top candidates can afford to be selective, so these incentives can help attract the right hire.
2. Consider your Corporate Culture
Hiring managers need to look beyond an applicant’s abilities and assess whether they would be a good cultural fit within the company. Job skills can be taught, but you can’t change a person’s core personality. Instead of focusing on checking off boxes, hiring managers should keep in mind the company’s beliefs and principles when reviewing candidates’ qualities.
If it’s undefined, take time to nail down the company’s culture. These standards will help guide the hiring process.
3. Review your Interview Process
Asking the wrong interview questions can make it hard to determine if a candidate would be a good fit. Frequently hiring managers rely on standard interview questions such as “What do you consider your biggest strength/weakness?” which can be ambiguous and won’t paint a clear picture of candidates or their abilities.
Instead, ask behavioral questions that tackle aspects of the job responsibilities like “Tell me about a time you were faced with an unhappy customer. What actions did you take?” Answers to questions that probe a candidate’s past behavior are great indicators of his or her ability and personality. They also give the hiring manager a better idea of whether the candidate would be a good fit for the company.
4. Run Background Checks
You wouldn’t buy a house sight unseen, and it doesn’t make sense to hire a candidate without running a background check. With this process, you can quickly weed out candidates who don’t fit exactly what you’re looking for or haven’t been 100% truthful. Be sure to implement a process you’re comfortable with, and that’s identical for every candidate.
A Final Note
The wrong hire can have a negative effect on the bottom line, existing employees, and the work culture. To lower the chances of costly turnovers, hiring managers need to work hard to find the right candidate to fill a position. By properly formatting the job posting, interview process, and hiring procedures, time and money can be saved, resulting in a better return of investment for each new hire.
Lanmark Staffing provides over 40 years of combined human resources, recruiting, temporary placement, sales and management, and temp-to-hire services. Our team of professionals can help you identify and hire the right candidates for your open positions.