We all want to hire not only qualified, intelligent persons who will be assets to our companies, but also people who will be a good fit for our work environments. With these noble goals in mind, why can it often turn out so wrong? Many times the steps we take during the hiring process itself can predict long-term candidate success. By streamlining the interview process, you set yourself up for having a better employee for years to come.
According to CareerBuilder, here are a few common mistakes people make which may lead to a bad hire:
1. Rushing to hire. When an unexpected vacancy occurs at your place of business, the instinct may be to panic and scramble quickly for someone — anyone — to fill that important vacated position. But this is the exact moment that you need to take time in the hiring process. Panic ensures that your hiring decisions will be made out of desperation. You may be more inclined to overlook red flags, accept minimum qualifications, and not thoroughly vet your candidate.
2. Not checking references. If you are in a rush to hire, you may not take the time to check the references supplied to you. Remember: you asked for references for a reason. Hiring a professional screening service can both save you time if you are in a rush to hire, but also ensure that the time you spend recruiting a candidate is well spent. Almost 10% of employerssurveyed at the end of 2012 blamed their bad hires on not thoroughly investigating their candidate’s background. Don’t let this be you in 2013 and beyond!
3. Not defining the position. Candidates can only apply for the job for which you advertise. If your job description is vague (perhaps in the hopes of securing more candidates) or confusing, expect your candidate pool to be similarly muddled. Keep in mind that many applicants are tailoring their resumes to fit your job description. If it does not seem that your candidates are matching your needs, try being more specific in your job postings. You may receive fewer responses, but your responses will likely be more directed towards your needs.
4. Not adjusting the interview process to fit the job. The interview questions you ask as well as the screening you perform on a candidate should match the idiosyncrasies of the job your candidate will be performing. Do not have a one-size-fits-all interview process. If your job involves personal skills, you may want to invest in a social media check to see how this person conducts themselves outside of the job. If your company deals with sensitive information or the handling of monies, a criminal background and deep performance background check is in order. Take time to really know how far your candidate can be trusted with the duties of their particular job.
5. Leaving the decision to one recruiter. Choosing a candidate is hard enough. Doing it alone may be too much. Another set of eyes in the interview room can help. Your partner, or better yet, committee can allow you to get multiple perspectives on a candidate and ask the questions you may not have thought to ask.