Finding
and keeping good people is a top priority of every company.
Successful companies are usually successful because of a combination
of great people and great products. Hiring mistakes, especially
during a recession can spell big trouble for you and your
company. Stephen Covey stated, “Don't argue for other people's
weaknesses. Don't argue for your own. When you make a mistake,
admit it, correct it, and learn from it--immediately.”
We all know that hiring mistakes can sap your entire companies
resources now and far into the future. What many people fail
to realize is just how important the talent portion of the
equation is.
So, what are the 9 big hiring mistakes?
1. Depending on the interview solely to make your
decision
Just because a candidate can tell you exactly what
you want to hear, doesn't make them the best candidate. Get
the candidate involved. For example, watch the candidate perform
a task such as separating parts or components to get a feel
for their "hands-on" ability. Show them some documents
and ask for their input on the process. Administer tests and
tasks that are directly related to the position.
2.
Not considering the whole person
If you look for
skills alone, you will be making a big mistake. Hire personality
skills and experience. People tend to hire people who are
similar to themselves. This will kill your organization over
time. You need diverse people with diverse personalities to
deal with diverse issues if you are going to survive and grow
in the world economy.
3.
Settling for less than the best
Take the time to build a candidate pool with several candidates
who meet the needs of your organization. If you don't have
to make a choice among several qualified candidates, your
pool is too small. Run ads, use the social networks and your
own inside network to attract the right people with the skills
and chemistry you need. Consider using outside consultants
if you can't find the candidates you want. Hiring in desperation
often leads to settling for less than the best.
4. Failing to determine your exact needs
Now is time to turn to your team and make them aware of the
importance of finding the best person with the best skills.
What exactly are you looking for? What skills have made them
successful? What skills will this position require? What experience
is necessary? What would the very best person look like?
We need to remember that people are all human and that is
what we are hiring. The best fit doesn't mean they will be
just like you nor do you want them to be.
5.
Not providing information to candidates
Before you bring
the candidate in for an interview, offer to provide non-confidential
information about the position, your company and problems
and challenges the team is facing. It's up to the candidate
to see what they will do with the information. Ask questions
about the information during the interview process. By providing
information to the candidate, the whole interview process
is now past talking and into the problem solving-solution
stage much quicker.
6. Talking too much
The single biggest mistake to make in an interview is to spend
it all talking. The quicker you can get the candidate “into
the field” the better the candidate and you will determine
the fit. Introduce the candidate to fellow workers and let
the candidate ask them questions. Ask the candidate how he
would improve on a piece of equipment and or process. A job
is about doing, not talking. Make
sure the interview is about doing the job.
8.
One person hiring
No one works alone
and no one person should make a hiring decision. Hire as a
team. Give everyone a chance to meet the candidates. Research
shows that many leaders reached their hiring decision within
the first three minutes of the interview and then spend the
rest of the interview confirming their initial positive impression.
This
team should be made up by HR and the manager of the division
as well as other employees who will work with this person
on a day to day basis. Let the candidate meet the power leaders,
but don't allow them to solely make the hiring decision.
9.
Not writing things down
Taking
good notes during the interview will allow the team members
to discuss the strengths and weaknesses of each candidate.
Put
together an employee handbook or write up detailed employment
offer letters. In the offer letter include the following information;
job title, compensation, most important responsibilities,
employee performance goals, options, bonus information, severance,
benefits, property rights, nondisclosure and timeline for
acceptance.
Back to the library
Reproduction
of this article cannot be accomplished without the expressed
consent of Human Resource Staffing. Don Schmitz is a popular
speaker and writer on all aspects of HR and CEO of Human Resource
Staffing. Don holds graduate degrees in Education, Administration
and Human Development.
Contact Don@HumanResourceStaffingInc.com
952 854 6040
