Are you the type of manager who is still hiring mediocre employees and skipping over or missing out on the employees who may perform better? Maybe you don’t even know the employees you are hiring are only so-so at their job, therefore you have no clue that you are missing out on something great. Don’t worry, you’re not alone. However, as many studies have concluded, the difference between a top employee and a mediocre employee is productivity as well as an effect on the bottom line. Because of this, it is important that you stop hiring these mediocre employees and aim for the top performers.
There are many reasons that managers continue to hire these average employees. It is important for these types of managers to recognize these reasons, so they are able to combat their mediocre hiring habits.
1. Focus on the employee.
Managers often focus on the actual employee rather than focusing on the requirements or expected results. This causes them to not assess the ability the candidate has to achieve these expected results (which is likely to be a low).
2. No consequence.
Some managers continue to hire mediocre employees because they do not suffer or face any consequences from hiring these “C” players. Although the company may suffer from a mediocre employee, the manager is not directly affected.
3. Reward for low turnover.
Some companies have their focus on turnover rather than the quality of the employees that they are hiring. Therefore, managers are rewarded for their low turnover. This causes them to focus more on keeping employees around rather than focusing on hiring quality employees.
4. No commitment to hire.
Employers may say they only want to hire the best. However, many do not stick to their word when it comes to actually hiring the “A” players. Even more, if they do have them already employed, they are not very committed to retaining them.
5. Unaware of what an “A” player is.
Some managers are just unaware of what a top candidate actually looks like, which causes them to hire the wrong candidates. It is important for hiring managers to know the qualities and abilities that an “A” player may possess in order to make recruiting and hiring them easier.
6. Unaware of how to recruit.
Most of the top candidates aren’t actually looking for jobs. This causes the recruitment of these candidates to be difficult for managers. Many are unaware of the tactics needed in order to attract these top performers, causing them to recruit in the wrong ways and attract the “C” players.
7. Unaware of how “A” players think.
It is important for managers to be aware of how the top performers think and make decisions. These “A” players often know exactly what they want and are looking for a specific job whereas mediocre candidates are looking for job any job. Managers must consider this throughout the hiring process in order to weed out the “C” players.
8. Use of wrong screening process.
Managers often use a screening process in order to screen certain people out instead of attempting to screen the right people in. This causes them to skip over some top performers as well as also letting some “C” players sneak in. Managers should focus more on ensuring the right and top candidates are getting in.
9. Lack of “A” managers.
Some companies lack the right managers. Companies need to employ top performing managers in order to be able to attract, recognize, and hire the top performing candidates. If a company employs “C” managers, they are much more likely to be hiring the mediocre candidates.
10. Reactive HR department.
Many companies have reactive human resource departments. Instead, they should focus more on being a proactive HR department. This will cause the department to be much more effective in helping managers attract and build an “A” team. Even more, they will be more helpful in letting the “C” players go.
If you feel as if your team is a bit mediocre, you may be committing some of these mistakes which are causing you to look over the “A” players and accept more “C” players. Fixing these mistakes will help to make your hiring process much more effective in the long run.
Check out our pre-employment skills testing whitepaper, which will provide even more help in order to find your perfect “A” team!