Common hiring mistakes to avoid
When you are going through the process of interviewing candidates, it’s easy to feel pressured into hiring as quick as possible. However, hiring the wrong person will cost you more time and money in the long run so taking your time is essential. You want someone who is interested, passionate and compatible in the workplace. We have put together some helpful tips to help you avoid common hiring mistakes.
Failure to prepare, prepare to fail:
Before you post the job description live for candidates to apply for the role, make sure you know exactly what you are looking for and ensure this is reflected in the job description. You will likely gain applications from various different candidates, all with different skills and experience. A well-structured, clear job description will provide you with a stronger chance of getting the hire right.
If you don’t feel like the job description is fully accurate or good enough to send to your recruiter to advertise, then gain advice from your team. Also, think about the below bullet points:
- What skills and experience do you require?
- What business requirements do you need to meet?
- What can you add into the person specification?
Once the job description is up to date, think of some characteristics they believe a candidate will need to be successful (if you are unsure of this, ask your manager).
Don’t skip a phone interview:
A quick pre-interview 10-minute call can be what it takes to have a successful face to face interview. It also shows that you as an employer are putting in the time and effort to get it right. A phone interview can also prove a few pointers on a CV for example, if the candidate says they have exceptional communication skills you can identify this on an initial phone. It can feel daunting to candidates to have a phone call prior to the interview, so begin by telling them that it is only a chat to prepare for the day to put them at ease.
Listen rather than talk too much:
Most interviewers talk too much and offer closed questions rather than open ones. For example: “we need someone with this experience, have you got it?”. Instead, ask the question like ‘tell me about your experience with xyz?’ then this requires an in-depth response and allows you to formulate questions based on the answers given. You will find that you get a lot more information this way. Remember, that an interviewer’s role is to ask questions that prompt a lengthy, detailed response so always encourage this.
Check references!
The candidate might seem great but references are always a good way to confirm this. Some hiring managers shy away from requesting references; however, it is vital to make sure you are making the best choice for your company.
Trust your instincts when hiring someone, and most importantly talk to your team members for their opinion on the candidate too.