Hiring the right people can save your company thousands of dollars. On the other hand, one wrong hire can increase turnover and cost your company millions. Unfortunately, the hiring process is time-consuming and exhausting. While you’re conducting interviews and evaluating each candidate’s qualifications, applicants are also evaluating you. It’s a complicated process, and most companies struggle to balance the art and science of recruitment.
The first step to creating a fantastic hiring strategy is to figure out your weak points. Here are some common mistakes that can hinder the hiring process.
Having a rigid idea of the “ideal candidate”
One of the biggest mistakes is not having a diverse slate of candidates. Not everyone is going to fit within the mold. So while you may have an idea of some key characteristics you’d like your candidates to have, don’t be closed-minded. You should not be afraid to bring in someone who will challenge you; an outside perspective is what can help your company move the needle. A good team has a variety of personality types, so make sure that you haven’t unintentionally formed a company-wide clique.
Taking too long (or too short)
We’re currently in the middle of a talent shortage. This isn’t the time to spend 4 weeks evaluating applications. Once you find a qualified candidate, get them scheduled for an interview with the knowledge that they will probably only be on the market for a couple of weeks.
On the other hand, you don’t want to hire just for the sake of having a body to fill a position. When companies are growing, they often make the mistake of not doing their due diligence. If you’re hiring for an associate position, expect the interview process to last a couple of weeks. If you’re hiring an executive, expect to add on an additional week. Your hiring process should not take longer than a month.
Not Widening Your Search
What happens when you have a job listing up for months, but you’re unable to find any quality candidates? Do you post it again on Indeed? Do you cross your fingers and hope that an A-player is going to sweep in at the last minute? If the same candidates are reapplying to your openings, it may be time to cast a wider net.
The easiest way to do this is to get a recruitment firm to conduct the search for you. Agencies have databases that can cut through the clutter of digging through thousands of candidates. They’ll also be able to connect you with passive candidates that otherwise wouldn’t apply.
If that isn’t an option right now, you can use multiple platforms to drive traffic to your opening. Utilize your social media accounts. If you’re in a niche market, you can find online groups, websites, or magazines to advertise your openings. You can even attend job boards or consider offering remote flexibility. Don’t rely on one platform.
Not Updating Your Job Description
Using a qualifications-based job description may put off top performers. These descriptions rely on generalizations and outdated information. Oftentimes, they don’t even reflect the actual job itself. If you have an archive of job descriptions that you’ve been recycling, make some small modifications to improve noticeability. Even adding a snippet describing the company culture and benefits can make your company stand out from the crowd.
An ideal description should contain the following:
- Pay range
- Hours
- Summary/objective statement
- A list of the general responsibilities
- Expected results
- Qualifications
- Special demands
Creating and maintaining job descriptions is easy. Like a resume, you want to keep everything updated. Just like how you’re sifting through hundreds of applications, candidates may be sifting through hundreds of openings.
Interviewing too many people
For a single opening, you shouldn’t be bringing in dozens of applicants to interview. Even if they’re all great, you’re not going to be able to keep track of them. The more applicants you see, the easier it is to forget the notable qualities of everyone, so stick to picking out your top five applicants.
The goal is to get the applicant through the chain. If they’re stuck at a standstill because you’re busy weighing your other options, chances are the A-players aren’t going to wait. Most people aren’t willing to wait a month for a second interview.
Ignoring references and background checks
Don’t start a relationship with someone who’s untrustworthy. A good candidate will be forthcoming about their experiences during the hiring process. Even if someone looks good on paper and they’re able to talk up their career successes – they may be leaving out key details. Selling yourself is a skill, and while it’s useful, it doesn’t always reflect reality.