Hiring the right people can save your company thousands (if not millions) of dollars, but on the other hand, one wrong hire can drastically decrease productivity and increase turnover.
It is important to do your due diligence in the hiring process to ignite growth within your company.
Here are some common mistakes that can hinder the hiring process.
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 These descriptions rely on generalizations and outdated information.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.
Pick 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.
A recruiting firm will get you a few top candidates quickly. If you go with a firm, your push towards a new higher will be quicker.
Ignoring references
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. Check-in with their former employer and verify their credentials. Some people are fantastic interviewers. Selling yourself is a skill, and while it’s useful, it doesn’t always reflect reality.
If you need help navigating through the hiring process, you can reach out to info@jdisearch.com or click here.
