When thinking about the hiring process, those doing the hiring often focus on mistakes job candidates make. Maybe hopefuls show up for an interview late and unprepared, or maybe they’re interested in the job’s salary but not so much the actual work the job requires. Certainly, candidate mistakes can be egregious, but what about mistakes employers make? Those blunders can quickly go from merely off-putting to unlawful.
Recognize (and Stay Away from) Unlawful Questions
Just because HR professionals take time to counsel hiring managers on the do’s and don’ts of interviewing doesn’t mean inappropriate questions never sneak into job interviews.
In April, Resume Builder surveyed 1,000 hiring managers in the United States about the questions they ask candidates, and 32% admitted to knowingly asking questions that run afoul of antidiscrimination laws.
The survey found that four in 10 respondents routinely ask family-related questions, including questions about marital status and if a candidate has children. The survey found 33% of respondents who ask about family ask if a candidate is pregnant, and 21% ask if a candidate plans to become pregnant. A candidate’s health or disability status is another subject often brought up.
One of the most common problematic questions concerns age. The Resume Builder survey found 32% of respondents said they always inquire about age, and 18% said they often ask. Sixty-three percent said the jobseeker’s answer likely affects whether they will be hired.
A whopping 62% of the hiring managers surveyed admitted to inquiring about a candidate’s prior salary, and while such questions don’t violate any of the federal laws enforced by the Equal Employment Opportunity Commission (EEOC), many states have laws prohibiting such questions.
Don’t Be Too Hasty, But Don’t Take Too Long, Either
Not all hiring mistakes stem from legal prohibitions related to interviewing. Sometimes the process fails because employers—too focused on filling the job quickly—leave out vital steps such as making sure they complete their due diligence.
A career guide from employment platform Indeed reminds employers that taking the time to follow a company’s protocol may prolong the hiring process, but it can save time and money in the long run.
Hiring software company TestGorilla advises being realistic about the timeline for completing a hire. That includes considering how long to post openings, deciding how long to spend on interviews, and then allowing time to onboard the new hire.
Just as rushing the process causes problems, drawing it out too long is equally problematic. TestGorilla reminds of the danger of a candidate losing interest or accepting another offer—possibly from a competitor.
Keep Basics in Mind
Indeed points out that job descriptions occupy a central place in the hiring process and provide a clear way to communicate with potential prospects, ensuring candidates have a clear understanding of the job’s responsibilities.
Indeed says an effective job description should include the job title and purpose, primary duties and responsibilities, required and preferred qualifications and skills, and working conditions.
Recruiting company CareerEdge also warns against inadequate job descriptions, explaining that unclear or overly broad descriptions attract unqualified candidates. CareerEdge suggests highlighting the company’s values and being careful to use inclusive language.
Failing to check references is another hiring mistake employers often make. That may be because they don’t think they’ll learn anything useful, but Indeed says calling professional references and verifying educational credentials can turn up useful information and is therefore worth the time.
Another mistake employers are urged to guard against: ignoring internal candidates. TestGorilla points out that existing employees may feel they don’t have the opportunity to grow and advance in a company if they’re not considered for new roles. Current employees will appreciate the chance to apply before a position is posted externally or even if it’s posted internally and externally simultaneously.
A list of hiring tips from BullsEye Recruitment Inc. notes that an employer that promotes from within also gets the advantage of the hire already having background knowledge and loyalty to the team.
Mistakes Have Consequences
Avoiding hiring mistakes can save your organization considerable time and money. TestGorilla lists several consequences of mistakes that employers must consider, including:
- Expenses for job advertisements, recruiter fees, background checks, training costs, and maybe even relocation costs for a new hire who doesn’t work out;
- Damage to morale when a bad hire results in coworkers dealing with an underperforming or disruptive team member; and
- Lost productivity from a bad hire.
Tammy Binford is a Contributing Editor.