When you’re in a time crunch to staff up for new business or fill a position vacancy, it can be tempting to hire the first person that applies. However, few decisions are more crucial to the success of your business than choosing the right employees to bring on board. Making a bad hire can end up costing you not only time and money, but can be detrimental to your success. Here are three of the most common hiring mistakes and how you can avoid making them.
Failing to fully screen/interview candidates.
The candidate that looks the best on paper is not always the best candidate for the job. Too many managers make the mistake of hiring based on initial skill set and not thoroughly interviewing applicants. This can be out of desperation to fill the position or laziness to conduct the full hiring process. You must fight this tendency to do less rather than more. Conduct a behavioral interview where you can use questions about past behavior in work situations to predict future behavior. This will allow you to uncover information about the applicant’s personality and get a good idea whether or not they’d fit into your company’s culture. Asking a candidate back for a second interview can uncover their interest level in the job. An applicant that isn’t truly interested in the job, will be hesitant to put in the time for a second interview.
Failing to Check References.
When you like everything you’re hearing from a potential candidate, checking references may seem like a hassle. Your gut feeling says the candidate it telling the truth, so shouldn’t you just believe them and move on? No. In a competitive job market resume fraud is higher than ever before, and candidates have perfected the ability to embellish details about their past employment. Using a reference check to verify employment dates and titles, and talk to past coworkers and supervisors can provide valuable information that might prove critical when it comes time to make your hiring decision. Doing a thorough reference check can mean the difference between hiring the right candidate and losing productivity and time by hiring a fraud.
Hiring before seeing all potential candidates.
Surveys have revealed that during the hiring process, most interviewers make their decisions about a candidate within the first 10 minutes of an interview. They spend the remaining time trying to justify that decision. That being said, when you take an immediate liking to a candidate, it can be tempting to hire them on the spot. However, relying on only a gut feeling is an emotional decision and can be a recipe for disaster. While the first candidate through the door might seem like a perfectly acceptable one, it’s important to select at least 3 to 5 applicants to interview for each position. In this market there is plenty of talent, and you need to take advantage of seeing which qualified candidate is truly the best fit for your organization.
Avoiding these mistakes will help you make smarter hiring decisions. If you need extra resources to conduct a more efficient hiring process, let the experts at RealStreet Staffing help. We’ll design professional staffing solutions that help you save time and quickly access the “A”-level construction and engineering professionals you need. Contact us today, and we’ll provide the foundation for your success.