Employee turnover hurts — a lot. Just ask the US businesses that lose $160B per year due to turnover. Are you part of this statistic? Odds are, yes.
The worst part about turnover is that it’s often due to an employee-manager match that’s doomed from the very beginning.
After years of research and experience, we’ve noticed 5 common but fixable hiring mistakes that increase the odds of a mis-hire. Here they are along with how you can avoid them:
1. Starting the process unprepared
Adequate preparation seems obvious; doesn’t everyone prepare before hiring? Yes, but most hiring managers have a pretty low understanding of what it means to be “prepared.” They believe they’re prepared after making a list of the minimum skill requirements, past experience, and daily responsibilities for the role they’re hiring for. Don’t be fooled, this isn’t enough.
How to prepare properly
If you move on to hiring with only those qualifiers, you’re setting yourself up for a disorganized, inefficient process. Before moving on to the hiring process, define the Work Style that’s the best fit for the role, manager, and team, so you can increase your odds of identifying the candidate who is the best fit.
Work Style is how an individual communicates, receives feedback, makes decisions, learns, and participates on a team. Work Style takes into account natural skills, preferences, and workplace behaviors to give you a clear idea of what you’re looking for in an employee.
Does defining these qualities sound like a painstaking process? It doesn’t have to be! Take the user-friendly, 10-question Position Assessment™, which will help you realize how your ideal candidate will work by identifying which of the 11 Work Styles is ideal for your team.
2. Publishing a vague job description
It’s frustrating when your recruiting team brings you a candidate that’s a poor fit, or applicants identify themselves as qualified when really, they’re nothing like what you’re searching for.
But, most of the time, it’s not your recruiting team or applicants who are to blame. More commonly, the issue is a poorly written job description caused by miscommunication and a lack of detail.
Now that you have a clear understanding of the work style you’re looking for in a candidate, you can avoid sending out a vague job description to your recruiting team and applicants and prevent this frustrating problem in the future.
How to master the job description
The first thing you need to realize is that you can’t include every detail in the job description. There are some attributes that you want in a candidate that you’ll have to leave out of the description — but don’t worry, we’ll offer a solution for that later.
When it comes to writing an effective job description, the name of the game is prioritization. Include your must-have skills and experience, then focus on Work Style attributes.
Only 11% of bad hires are due to a skills gap. So, in your job description, communicate the Work Style attributes you’re looking for in a candidate. Doing so will allow you to focus on the more common cause of turnover — Work Style™ fit.
Prioritize the Work Style attributes you’re looking for in the job description to help applicants more accurately determine their level of fit for the role. Poor-fit job seekers will be less likely to apply and your recruiting team will be on the same page as you are throughout the rest of the hiring process.
3. Interviewing the wrong candidates
Interviewing a long list of candidates exhausts time, money, and mental energy. Go into your first round interviews with a narrowed-down list of strong candidates so you can save your resources.
How you can prioritize candidates
A great job description is the first step in finding right-fit candidates, but to make your hiring process even more efficient, you have to take it a step further. This is where a Work Style™ Assessment comes into the picture.
The Work Style™ Assessment will be your best friend when it comes to identifying the right-fit candidate because it’s able to measure candidates’ levels of Work Style™ fit for your team and the specific role.
Applicants will take the 8-minute Work Style™ Assessment during the initial application process. After the candidates take the assessment, the deltPRO® algorithm delivers a list of candidates, ranked by strength of fit, in the form of a Work Style™ Match Report.
Our matching algorithm gives you the power to prioritize candidates and focus your efforts on only those who will be a great fit to succeed on your team.
4. Focusing the interview on the resume
What’s the point of screening resumes if you’re just going to go through the resume in an interview? Too many hiring managers make this mistake, and all it does is prolong the interview process, eat up your time and resources, and make candidates less interested in joining your team.
How to upgrade your interviews
To avoid this mistake, ask questions in the interview that combine skills, experience, and on-the-job behaviors. These questions will reveal the most important information you need to determine if the candidate is the right fit for your team.
We know structuring questions in this way can be tough if you’re not accustomed to hiring for Work Style™ fit, so we’ve created Interview Guides specific to each of the 11 Work Styles. The guide will be a valuable asset in the interview process, allowing you to ask the most effective questions and get the most revealing responses.
5. Relying on gut instinct
We’re not saying that your gut instinct is wrong or that it doesn’t aid in decision making. But, you have to draw a line when it comes to using your gut instinct to determine which candidate to hire.
The issue with gut instinct is that it’s subjective in nature. As a result, it’s important to take into account how the candidate will fit in with those they’ll be working with on a daily basis. The Work Style™ Assessment provides successful objective data on what has always been a subjective exercise.
How to leverage your gut instinct properly
Luckily, if you’re already using the Work Style™ Assessment, then you’re effectively cutting out the harm that subjectivity can impose, by implementing a bias-free system.
Because the Work Style™ Match Report calculates candidates’ levels of fit for you, you start the interview process already equipped with an objective list of qualified candidates.
In combination with your Work-Style-specific Interview Guide, you can trust your gut instinct without the worry of its subjectivity coming back to haunt you.
Increase retention with a Work Style approach
These hiring mistakes are costly but easy to fix using the Work Style methodology. Steer clear of these 5 hiring mistakes to spare yourself the headaches of poor-fit employees. Say hello to a happier, more productive team by incorporating Work Style into your hiring process.
Employee retention has a crucial impact on your company’s culture and bottom line. With low retention, your company’s future is at risk of diminishing engagement, decreasing productivity, and loss or resources.. Incorporate Work Style into your hiring process to optimize teams and maximize employee engagement, productivity, and happiness; all of which, ultimately, boost retention.