Hiring Managers – Making these mistakes in the hiring process are costing you and your company!
By – Caitlin Johnson
Hiring can be an exhaustive process for both parties. Large or small, when you’re hiring for your company making these mistakes will cost you and your company. These errors in the hiring process could result in onboarding the wrong employee, or even worse, losing that dream candidate.
So, we’ve compiled a list, and will discuss the importance of avoiding the biggest mistakes hiring managers make. With some preparation, these mistakes are easily preventable.
“I didn’t read the resume.”
First of all, not reading an applicant’s resume before the interview is quite rude. Secondly, you’re wasting the applicant’s time AND your time! It takes just a few minutes to review the resume, that’s it. By seriously reading their resume you gain many insights into the candidate.
Missing that initial personal connection that could be gained from a quick read of the applicant’s resume means you’re also missing an opportunity to ask targeted questions directly related to their resume (and the job position).
“I wasn’t impressed by their first answer…”
It’s common knowledge that first impressions matter but to make a judgment about the candidate five minutes into the interview will make you biased towards what they say in the rest of the interview. It is so important for hiring managers to stay open-minded throughout the entire interview.
Hiring managers should avoid judging the candidates on personal preferences and instead match candidates’ strengths and experience to the job position and duties. If you are impressed by someone’s first impression, look for reasons they aren’t right for the job, and inversely, if you aren’t initially impressed, look for reasons they could be right for the job.
“I didn’t think cultural fit was important.”
Possibly one of the biggest errors that could cost you later is not talking about your company’s style and culture. A candidate’s resume might make them look like a rock star, but you need to ask yourself if their personality and behaviors are well suited for the job along with the company culture. In the first few weeks, an employer is much quicker to let an employee go who doesn’t fit in with the culture than they are letting someone go who is just struggling to find their footing.
“I placed too much value on where they went to college.”
Education is important and certainly worth pursuing but having a degree from a top-tier school doesn’t tell you whether an applicant is bright, hardworking, or flexible to learn and grow with your company. When it boils down to it, how someone does in a classroom is not always completely reflective in his or her current work attitude. What does reflect his or her work attitude is what they did in college and how they made the most of their experience there.
“I talked way too much…”
When discussing the job duties or talking about the company background, be careful to not hog the conversation and prattle on about your own job. Of course, hiring managers need to talk but it is just as important for you to listen and then ask questions that deeper probe into what you just heard.
Ask the candidate targeted, open-ended questions and let them do the talking. It’s going to be much easier to determine if and why they aren’t right for the position if you do more listening instead of talking.
“I never called their references…”
Falling in love with a candidate can make you want to expedite the hiring process, but this one step should never be skipped over! A candidate’s references can provide valuable insight into their attitude, work failures, and past successes and failures. Additionally, calling references gives you a chance to verify the accuracy of the candidate’s resume.
“I took too long in the hiring process and lost the candidate.”
After posting the job position make sure to quickly follow up with the primary applicants. It’s often the candidates who apply in the first week are the ones most likely to get hired. That being said, don’t let them snag another job because you took too long to contact them (before and after an interview)! Make sure to promptly schedule an interview, express your interest with the successful candidates, and follow up on their references!
If there is going to be an unavoidable delay between interviewing and the start date, hiring managers need to keep that potential new hire engaged and informed. Losing that dream candidate to another company hurts, but inviting them to team events or keeping in contact with them about what’s going on in the hiring process can keep them interested in working for your company.
Being successful and efficient in the hiring process means having a process that’s well-developed and provides deep insights into candidates and a clear understanding of the expectations for the job. In avoiding the above common mistakes you can better inform your hiring decisions and hire the right candidate the first time!