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Top Hiring Mistakes Companies Are Making

Top Hiring Mistakes Companies are Making

It’s impossible to hire the right person every time. But since mis-hires reportedly cost companies at least 30% of the employee’s first-year earnings, it’s time your company made effective recruitment a priority to avoid the detrimental cost of a bad hire. In this post we’ll look at the top hiring mistakes companies are making and how you can avoid them.

Too narrow

There’s no need to hire a candidate who’s just like all of the other members of your team. To have a well-balanced team whose skillset and personal qualities complement one another, it’s essential not to hire people who are too similar. Try to build a team of diverse professionals that will help broaden your company’s horizons and increase growth. Think about age, work backgrounds, gender, education levels and race as ways of diversifying your workforce and creating a productive and inclusive company culture.

Not advertising the role properly

If you want to attract a large pool of serious candidates, make sure you’re properly advertising the role across a multitude of platforms, digital, analogue, and perhaps even print! It’s important to correctly advertise the role. Make sure you represent the role in a fair and realistic light. Before you advertise the role, think clearly about the expectations and realities of the position and make sure you include your team in the process of defining the role and what you’re looking for in an individual. Once you have a list of what kinds of personal qualities and skills you’d like candidates to have, you’ll be in a better position to advertise the role properly.

A detailed and accurate job description will help potential applicants think clearly about whether the job and company will be a good fit for them. Many hiring managers focus too much on the perks and benefits of the role which might initially attract more candidates. However, it’s essential to focus on the specifics of the role, what tasks individuals will be performing on a day to day basis and what kinds of skills and experience will be beneficial. It’s also worth remembering that skills and experience won’t necessarily translate to someone being a good fit for the role. 

Advertising the role correctly will help you attract the right kind of candidates who are more likely to fit the company culture and the position.

Not using the internet and social media

While some companies might know exactly what they’re looking for in an individual, many fail to attract the right candidates through their advertising strategy.

Gone are the days of simply posting a job role on your company’s website and waiting for the letters to roll in. These days, your company needs to be harnessing the power of social media and other job-related online platforms. Reports suggest that 15% of job seekers look to social media to find new positions. This figure will most likely grow in the years to come.

The key is to target certain online platforms and social media that you know will be popular with your target audience. For instance, if you’re looking to hire creatives like photographers and graphic designers, your job advert should definitely be up on Instagram. If you’re looking to hire in a more corporate field such as consulting or accounting, LinkedIn is a great place to post an ad.  

Being inconsistent

Being inconsistent in your recruitment process is a common mistake that plenty of hiring managers make. The procedure should be efficient, stick to a strict timeline, and remain the same for each candidate.

It goes without saying that if you’re using any kind of assessment tools to filter through pools of candidates you must make sure to use them on all candidates. To remain as unbiased as possible try to use the same style of interview questions so you have a direct comparison. Try using an interview scoring system throughout the process so you have something to refer to once you’ve interviewed all of your candidates.

Impulsive decisions

With time constraints and other responsibilities on the line, it’s no surprise that hiring managers often feel the need to make quick decisions to fill roles as soon as possible.

It is often too easy to trust your first impressions of a candidate, to be influenced by your feelings regarding their personality, rather than whether or not their qualities, skills and experience match the role. While it might be impossible to predict exactly how an individual will perform once in the role, you can avoid making a hiring mistake by not jumping to conclusions and trusting your initial first impressions too quickly.

While it might be true that the role does need to be filled quickly, don’t fall into the trap of making an impulsive decision. Although you may have just interviewed the ideal candidate, there’s no need to make an instant decision. Hasty hiring decisions often turn into mistakes simply because of a failure to consider the skills of every candidate you have interviewed, to see which one could be a potentially good fit for the role. If you make an impulsive hiring decision based on your gut instinct, you’ll more than likely be missing out on interviewing other candidates who might even be a better fit for the role.

Unclear hiring policy

A common mistake is to leave the hiring policy undefined and unclear before beginning the recruitment process. This leaves the hiring manager and others in the dark about the employment protocol. If your hiring policy is unclear it might confuse employees and applicants, at worst, you could be facing legal problems.

Make sure you have a clear written hiring policy before you begin the hunt for the perfect candidate – in doing so, you’ll be saving yourself plenty of confusion in the future.

How to use deltPRO to avoid making hiring mistakes

The deltPRO Work Style Assessment can help you make more accurate and successful hiring decisions. Having a clear idea of what your ideal applicant looks like will help you write more accurate job descriptions, and attract the right type of professional who is serious about the position. The Assessment will help you narrow down large pools of candidates into more manageable shortlists of who will be a good fit for the role. And will prevent the hiring process from becoming too lengthy or inconsistent. It will also prevent you from falling victim to bias and making your search too narrow.

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