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Have You Made These 7 Hiring Mistakes?

Apr 04 , 2019

Man sitting at a desk with a notebook open.

Hiring mistakes can be costly, forcing the hiring team to conduct lengthier searches or redo searches when candidates don't work out and aren't retained. Have you made any of these hiring mistakes? 

1. Being unprepared.

Spending time looking at a candidate's resume and doing a little research can allow you to go deeper during the interview and find out what you really need to know. It's also important to know what skills are needed for a particular job and what an ideal candidate looks like.

2. Lack of pre-screening.

Pre-screening with a brief phone interview can move things forward faster. This also saves a lot of time in the interview process by weeding out candidates that may look good on paper initially, but may have serious skills gaps that can be exposed with a few well-placed questions.

3. Having a too-large hiring team.

The larger your hiring team, the harder hiring decisions will be. Consensus is easier to reach with just the necessary people—a department manager, HR staff member, and a representative from the department or team of the open position, for instance. In addition, a too-large team can be confusing or overwhelming to candidates. 

Employer interviewing a potential job candidate.

4. Too much talking, not enough listening.

The whole point of an interview is to find out about a candidate, but you can't do that if you end up talking too much and don't listen. If you're not comfortable with some awkward pauses and silence while candidates think for a minute, then you won't make it as an interviewer who can find out what is needed about talent. 

 

5. Waiting for the perfect candidate.

Conversely, you can sometimes wait too long while trying to snag the perfect candidate, who may or may not exist. You can avoid purple unicorn syndrome (looking for a perfect candidate that doesn't exist) by putting a reasonable time limit on the search and looking at the five best candidates you find during that time period.   

6. Trusting your gut.

It used to be common practice to hire from your gut, but now there's something more accurate and less biased: science. Using studied and curated best practices will not only be more fair and yield better hires, it will also protect you from liability if you document your process.

7. Not checking references.

While it may seem like just a formality, checking references can prevent you from a bad hire that masquerades as a top quality candidate. There will always be some who lie about their resume or skills, and reference checks are the only way to find that out before you hire them. 

GDH offers recruiting help ranging from taking over the entire process to help with just one or a few aspects of hiring. Contact us for information about what we can offer your company.