After taking the necessary steps and actions needed to add new staff to your company, it becomes quite alarming and undoubtedly stressful when you realize you made a poor choice and could have avoided these issues earlier.
In this article, let’s look at my top 3 hiring mistakes organizations make, and hope you will be better prepared for that hiring experience.
Not Having a Clear Outline of Job Responsibilities and Skills Needed
It is unwise to just hand a job over without considering if a candidate has all the necessary skills, right? But what happens when even you have not thought to what extent and what skill level you will need. Hiring candidates based on minimal criteria and merely assuming they have other necessary skills can lead to murky waters.
Have a clearly outlined list of responsibilities and skills you need for the job and ensure that the candidate you select has those skills to avoid a clash of interests after they are hired.
A clearly outlined list of responsibility and skill level helps you quickly eliminate unfit candidates and enables you to focus adequately on applicants who have the minimum skills and requirements. It is a form of foresight that saves you the hassle of having to review applications repeatedly.
Rushing to Hire
The number of applications you may have to review can genuinely be overwhelming and lead you to make a poor choice. Yes, it will be stressful, but taking your time to go through each candidate's application and considering the pros and cons of hiring them will make that decision pay off in the long run. Plus, taking your time to mull over the candidate's qualifications helps you think about your options properly rather than jump into it.
Of course, using the list mentioned above will unquestionably help you speed things up and enable you to take your time to review the remaining candidates.
Forgetting Culture Fit and Company Values
Realizing and trying to enforce your company values and culture fit after hiring is a terrible idea and can even lead to hours of headache.
Yes, as I mentioned earlier, applications can be overwhelming. Yet, it should not be an excuse for you to jump into deciding on a new employee without taking all other factors aside skills and responsibilities into consideration.
Make sure your company's values are distinctly highlighted during the application process rather than covering them up. When you ignore these details, you might hire an outstanding candidate who is highly qualified but does not fit with your company's values. Only after employing them, you find that out, which can lead to friction in the workplace and reduced productivity.
Shared values allow for proper integration into a work environment, ease of work, and greater productivity. It also honestly reduces HR's workload since all employees share your company's values and understand what you stand for before hiring.
And that's a wrap! With these three points, you are off to getting a good foothold into the hiring process. Taking all these factors into consideration takes you closer to hiring employees who share your vision, drive, and passion for working.