The importance of hiring is critical and the necessity of being accurate, detailed and informed is even more so.
Making a hiring mistake can be expensive to companies and as such, needs to be carefully examined.
An interviewee is going to put their best foot forward, which may mean that multiple people are qualified for a position.
The choice of whom to hire becomes the tough part.
Low-level risks can be identified through their resume, how they dress, social media profiles and other basic information.
However, things like chemistry, how efficient they will be and even how they will mesh with the other people in the organization are questions that will not be answered immediately.
This is why solutions like our assessments provide 360-degree investigations into how a person functions.
With this data, you will avoid making mistakes that can cost your company money.
We enable you to hire smarter, connecting the dots with possible hires about how they will function in your system.
In the meantime, let us look at some of the most common hiring mistakes.
• Failing to have Enthusiasm An interviewee should be very enthusiastic about the position.
If they seem indifferent or uninterested, they likely will not be the right fit for the company and their attitude will probably get worse.
• Valuing Personality above Skills Sometimes it is easy to look beyond what is written on their resume if they have a great personality and shine in the interview.
However, a bubbly, interesting and personable interviewee with no skills that match the role will not be a match for the company.
Remember to hire for both personality and skill.
• Gopher Lovers The interviewee that loves everything you hate - hiring "gophers" (go fors) is tempting to many companies with tasks that the hiring person does not enjoy doing.
These people will say they love filing, or making cold calls, or doing house calls or anything else that you as the manager despise.
The reality is this kind of behaviour is usually indicative there will be problems of butting heads in the future.
If it seems too good to be true, it probably is.
• Emergency Hires Hiring should not be taken lightly and while the need for someone may be immediate, making a rash, quick or emergency hire can lead to problems.
Of all the common hiring mistakes, this one is most understandable.
The demand is now, so filling the void quickly seems reasonable.
The problem with emergency hiring is the likelihood of brushing over some flaws in order to get someone quickly.
Take your time with hiring and do not rush.
You can hire quickly, but make it well informed and with all the correct information.
• Trusting Interviews Interviews, according to a study by the University of Michigan, are only 2% more likely than flipping a coin at determining the success of a potential hire.
The reality is interviews actually do very little to determine if the candidate is a match or not.
Interviewees prepare for common questions and are typically putting their best foot forward; as such, the actual result is something much less normally than what is seen in the interview.
Interviews also often just rehash in person a resume and do not provide insight into if the candidate will get along well with the hiring manager and others.
Interviews should not be a trusted sources of information anymore but instead something supplementary to get to know a person.
These five mistakes are common in hiring and ultimately they can all be addressed by employing assessments of prospective employees before making a final decision.
We would love to help you hire smarter with the vital information about a candidate and encourage you to connect with us today to see what we can do for you.