5 Most Common Hiring Mistakes

Hiring people is easy. But finding reliable executives who possess the skills your company needs while offering a personality that complements the workplace is more difficult. Complicating matters, bringing the wrong person aboard can have a disastrous effect on your company. It can drain its resources, cause disruption in the office, and even set the stage for legal issues.

It’s important to realize that identifying unsuitable candidates takes more than just looking through resumes and conducting interviews. It’s a matter of doing proper due diligence. Unfortunately, many employers neglect to adequately vet jobseekers and end up hiring people who detract from rather than add value to their companies.

Hiring MistakesWe’ll describe 5 common mistakes employers make during the hiring process. Each one carries a significant cost. Avoid them and you’ll stand a much better chance of filling your organization with folks you can depend on.

1. Putting Too Much Trust In A Resume: –

Resumes are designed to put the executive candidate in the best possible light. Assuming the details are accurate, a resume alone provides little to no insight into whether the individual will be a good fit for the position. He or she may possess the right skill set, but be hampered by one or more shortcomings, such as an abrasive personality or a lax attitude toward punctuality.

Experienced executive search firms know that resumes often present details that are untrue or grossly exaggerated. It’s important to validate those that are related to the position you’re trying to fill.

2. Neglecting To Conduct A Background Check: –

Without ordering a background check, it’s impossible to know whether a job candidate has had trouble in the past that might expose your company to liability. For example, suppose the person you’re considering hiring was convicted of embezzlement in the past. Or suppose he or she has a criminal record associated with a longstanding drug problem. Bringing the individual aboard might open the door to legal problems or direct losses for your organization.

3. Bringing On Friends Or Family Members: –

When you need to hire people, it’s natural to consider your friends and family. After all, if they’re looking for employment, you’d be helping people you care about by hiring them. But doing so may be a mistake.

Consider that any position you’re trying to fill is likely to require a specific skill set or level of expertise. If a friend or family member possesses the skills or competency you need, it makes sense to offer the job to that individual. But if the person is unable to meet the requirements of the position, bringing him or her aboard is almost guaranteed to create problems.

4. Making Hiring Decisions Based On Likeability

If you enjoy interacting with a job candidate, you might feel more inclined to hire him or her. That’s a natural response. Most of us are drawn to individuals with whom we feel a connection. In the context of an interview, that connection may surface as a result of the job seeker’s personality.

But basing your decision on personality alone is a recipe for disaster. Not only are the first impressions made during job interviews a poor gauge of skills, proficiency, and reliability, but they often stem from a manufactured temperament. Job seekers are acutely aware that the more likeable they are, the more likely they’ll be hired.

As an employer, it’s important to avoid allowing initial impressions to cloud your judgment.

5. Failing To Establish A Formal Hiring Process — Consider Executive Search Firms

Many employers hire executives without having a clearly-defined hiring process in place. They look through resumes, conduct interviews, and extend offers in a haphazard fashion. Doing so leads to a variety of problems. For example, interviewers may fail to sufficiently vet candidates before hiring them; they might overlook potential legal issues; or they may waste considerable time due to not properly screening candidates in advance of the interview.

Having a formal hiring process in place helps to prevent such problems from occurring. It will also lessen the likelihood that you’ll hire the wrong people. Consider partnering with executive search firms to streamline your process.

Finding and vetting executive candidates take a substantial amount of time and effort. The good news is that you can control the entire process. Avoid the five mistakes highlighted above to find team members you can count on to add value to your organization.

The  YOMA Business Solutions Pvt. Ltd. has helped companies locate professional talent for more than 15 years. The firm will find the ideal match for your business.

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