Getting the right fit for your team will positively affect your business and save you a lot in the long run. But in order to achieve this, you’ll need to refrain from making mistakes because the cost of a bad hiring decision can have a significant impact.
If you hire the right team members, productivity will increase, and they will add value to the business rather than detract from it. Great employees tend to be excellent performers who won’t need constant retraining and won’t disrupt your schedule.
Avoiding hiring mistakes will foster your business growth and reduce turnover costs. It’ll increase team-building activities and eliminate the need to train a team member who won’t be staying.
Every employer who wants to increase their team’s productivity can do so by avoiding the hiring mistakes discussed below.
Failing To Create An Engaging Process
Looking for a new team member requires a lot of patience and engagement with the candidate before and after recruitment. You can look for platforms such as Hirect that offer a chance of talking directly to a candidate online before the scheduled interview.
Most hiring managers make the mistake of not following up after the interview, even when an offer has been signed with the prospective team member. You’ll miss out if you skip this step because most interviewees continuously move on to field interviews where they may receive a more appealing offer from another company.
Not Considering Recruitment From Within
You should consider hiring from your business as it comes with several advantages that may save you time and resources. For starters, it will save you the time used to go through the potential hires’ track record as it’s readily accessible, and they’re also pre-screened for culture fit.
Internal hiring shortens onboarding times as they know how the business operates, and works well with your policies and practices.
Failure To Use An Unlimited Recruitment Team
Interviewees tend to look for companies that align with their values, team member benefits, and long-term growth opportunities. And with today’s market having tough competition when it comes to looking and recruiting top talent, you may need to step up your standard hiring processes.
To do this, get the entire team involved in the hiring process and use their skills, expertise, and knowledge in identifying the right talent fit.
Heavily Relying On Reference
Checking references before making an offer has long been a part of the hiring process for employers. These references have been able to help an employer gain a deeper understanding of the interviewee from someone who previously worked with them.
However, you shouldn’t heavily rely on references as they could be false or made up, making you miss out on the right fit. In addition, some references may lead to complete misinformation that’ll affect your entire vetting process.
Rushing Into An Offer
Many circumstances can lead to the need to hire new talent, which may put a lot of pressure on hiring new people. Even if your current team members are overextended, a valued team member quits within short notice, or you may have a vacancy that needs immediate filling, it’ll be best to take time and vet your future hires.
To avoid a rushed offer, ensure that every potential team member undergoes appropriate vetting processes. Put their skills into action and develop scenarios for them to solve. And although it may take a lot of time, it’ll prevent any mistakes that’ll cost the company in the future.
Relying On Normalized Hiring Process
The change that your company, role, and people undergo may need more than a standardized test. Even if you use the normalized hiring process, you should still be open to updated and changing processes.
You can meet with all your recruiters and go through the process with different interviewees in mind.
Using Spreadsheets To Manage The Recruitment Process
As technology advances, new software that is more sophisticated and faster than spreadsheets is becoming available. You’ll need to stop using spreadsheets as they can’t be integrated with your email system.
In addition, spreadsheets don’t provide an easy way to add interview notes and show where a candidate is in the hiring process. And since it uses manual entry, it’s vulnerable to human error.
In conclusion, if you want to get the perfect fit that saves you both time and money, you’ll need to improve your hiring process. Also, you should try to get feedback from candidates and keep them close because you might need them in the long run.
You should also create an accurate job description and give as much detail as possible to avoid misleading the candidates.