The success of a company begins and ends with hiring. Hiring the right person will increase productivity and retention, however hiring the wrong person will increase turnover and waste a crazy amount of money. I recently read an article in TLNT Magazine about how to prevent common hiring mistakes. Their top three no-no’s match up perfectly to what we talk about day-in and day-out.
Here are three common hiring mistakes you will never make again.
1. Generic job descriptions
Using job descriptions pulled off of a basic Google search aren’t going to provide you with candidates who are perfect for your specific job. They need to know exactly what they’ll be doing within the role. According to the TLNT article, “generic job descriptions don’t describe the actual work that needs to get done; they rely on generalizations and past positions descriptions. By not describing and thinking through what the person will actually do, a lot of time is spent looking for the wrong person.”
- Determine specific, day-to-day responsibilities you expect from an employee.
- Elaborate on the results you want to see by filling this role.
- Write out personality and behavioral traits that would be critical to succeed in the position and company.
Download “Job Descriptions 101” here.
2. The interview process
We’ve all heard about the “halo effect” – if we identify a characteristic we love, we tend to overrate the other characteristics in the same way. Many hiring managers use interviews to gauge the applicant’s skills and behavioral traits. They tend to go with their gut and not pay attention to what answers the applicant is really giving.
- Use interview scorecards. These keep your process extremely organized and tracks the applicant’s answers in a uniformed and unbiased way.
- Ask questions without giving feedback. Providing an idea of approval or disapproval of their answers can easily sway their responses on the rest of the questions.
Download “An Introduction to Interview Scorecards” here.
3. “Attitude is everything”
This common phrase has been used in many circumstances in and outside of the hiring world. “This idea causes HR managers to overlook the importance of natural ability. Research and experience has shown that if ability is too low, attitude will not be enough to compensate,” said the article in TLNT.
- Use personality assessments. We can’t stress this enough. These are one of the many perks you can receive when using Hireology. Personality assessments can determine levels of self-awareness, aptitude for learning and culture fit.
- Incorporate accurate measures of abilities in the areas that are important for the job.
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Download “Personality Assessments: Are you using them correctly” here.
The world of human resources is filled with trial and error. Mistakes are made all the time, but doing your research and taking our advice will help you limit those hiring mistakes.
Want even more free content? Here’s an eBook all about why managers make bad decisions.