As funny as this picture may be, employers actually do have many common mistakes that they need to be careful of when they’re hiring for a position. However, there’s no need to worry, as they can all be avoided rather easily with just a few simple precautions.
1. Putting too much faith into CVs
One of the first problems is that hiring companies do not find an adequate balance between what people look like on paper…and off. CVs, while impressive, are only about half of what should be considered when hiring. Their chemistry with others in person is just as important, and it’s also much more beneficial to have a business that’s filled with people who are diverse. With all sorts of great – but different – minds pooled together, you will have a multitude of people to help you with any sort of problem that needs solving!
2. Casting the net too far – or not far enough
The second thing is to try and find a good-sized pool of the number of candidates you interview. Don’t make the mistake of interviewing a few people, expecting to find a spectacular candidate in a flash. The same goes for the opposite as well. Don’t make things harder for yourself by believing that the more recruits you interview, the better and better they will become. You won’t be able to remember individual, important details after you’re talking to 30 or 40 people. The “bell curve” for most hiring professionals is about 9 to 10 people. Don’t settle, but don’t over-do it. Just try to find the balance for the number of interviews that works for you and your business.
3. Blah, Blah, Blah
As you make your choices on whom to interview, keep in mind for some tips on how you interview. A common mistake that hiring managers make is that of too much talking. As the saying goes, talk is cheap. Although it is smart to tell the person you’re interviewing all about your company and the benefits of working with you, how about you change it up and show them instead? Walk them around the offices, showing them the environment they will be working in, and perhaps what sort of tasks they will be met with on a daily basis. This becomes a bonus; as they get to learn more about the company, you get to watch and see how they interact with different types of people, which you can make a mental note of for your final decision.
4. Choose Your Questions Wisely
Be careful what questions you ask. This is an important step in the process, as it’s a clear chance for them to speak and make an impression on you, so listen carefully. Starting off with “So, tell me a bit about yourself” can get a bit hairy. It’s too broad of a question and it would be hard to keep track of who answered what if you receive too much info about too many people. Some of which might be quite irrelevant. Instead, try creating a strict procedure that you would keep the same across all candidates to keep it more organized for yourself when making the final decision later.
Speaking of the final decision, try not to take too long making it. A common mistake here is to take too long of a time determining, and then you risk losing the strong candidate that you have been sitting on the fence about. If you really get a strong feeling about someone and want to hire them, let them know!
5. Not admitting your mistakes
It seems that too often, when a person turns out to be a bad fit within the company, a gut-wrenching feeling of “I knew within the first week this wouldn’t be good…” happens. But here’s the thing – why are they still there? If you have any sort of inking after seeing the new hire work for a week or so that you might have made a mistake – let them go! Mistakes happen. To err is human. Letting people go or firing them might be one of the hardest things that a manager will have to face in the workplace – but alas it still needs to be done. And another person that you interviewed might still even be available to still take the spot!
The key to this whole process is that of balance. Help make sure that you’re not making it too hard for yourself, and be smart about the interview process so that you can hire the strongest candidate out there – and that they, in return, can know that they are working with one of the best companies in their field.