Getting the right person in the right role is a big task. It takes a lot of time and effort to get right, so it pays to not let the entire process be undermined through avoidable mistakes. Here’s a list some common hiring and recruiting mistakes to avoid!
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- Not giving the job description the time and attention it deserves. The job description does so much for us. It serves as an indication of the job requirements and expectations. It shows the essential functions of the job (which can be relevant for Americans with Disabilities Act (ADA) purposes). It tells applicants what to expect as well as what skills and experience are required for the role. All of these are necessary in order to attract candidates that are well-suited for the job at hand. The job description should be updated and should be confirmed with the hiring manager before being posted—jobs often change, and simply using the old job description may shortchange the real responsibilities of the role. Not listing the true requirements can also mean you waste time assessing individuals who are not qualified.
- Relying too much on preset qualifications. While clearly an organization will have a picture of the qualifications necessary to perform the job, it can be quite beneficial to not summarily dismiss someone who is a bit outside the requirements. For example, if 10 years of experience is required, it may be wise to not summarily dismiss someone with 7 years of experience who is otherwise qualified—the organization may be missing out by being too rigid. Likewise, on the opposite end of the spectrum, be careful not to quickly dismiss someone who appears to be over-qualified for a role. Companies often fear an over-qualified candidate will quickly leave the organization, without taking into consideration the possibility that the individual will be a catalyst for growth and will be an asset.
- Allowing subconscious bias to affect hiring decisions. Unfortunately, we all have biases rooted deep in our psyche that affect our view of the world. We need to work hard to ensure that these biases are not reflected in our hiring decisions. For example, many of us would be more likely to gravitate toward someone who is most similar to ourselves in terms of age, background, gender, and more. This can lead to inadvertently discriminatory hiring practices. Training the entire hiring team can help them to not allow these biases to have undue influence in decisions.
- Assuming no training will be necessary. No matter how qualified an applicant is, or how many years of experience that person brings to the table, training will almost always be necessary and beneficial when bringing a new hire on board. At minimum, there will be training to help that individual understand the processes and culture of the organization.
- Not following up or making a job offer in a reasonable time frame. Often, job applicants have several applications out at the same time. A well-qualified applicant may end up with multiple competing job offers. One nearly guaranteed way to miss out on hiring this applicant is to wait so long in following up that he or she has already accepted another offer. Even if the individual is still available, making them wait an inappropriate amount of time can signal that the organization does not value them—and could make them second-guess their interest in the organization. Even not following up with interviewees who are no longer under consideration can be problematic—it can damage the employer brand if it is habitual.
To see the rest of the list, tune in to tomorrow’s Advisor where we’ll cover the remaining mistakes to avoid!