Hiring a new employee comes with the potential of making a myriad of mistakes. Aside from mistakes with potential legal ramifications such as discriminatory hiring practices, there are a number of other mistakes commonly made by employers which can easily be avoided. Quite possibly the biggest hiring mistake that can be made is hiring the wrong person. There are tremendous costs associated with hiring the wrong candidate: for example, advertising costs, interview costs, background and drug screening costs, training costs, and probably a negative affect on morale for your other employees. Generally it’s less expensive to continue your search for the ideal candidate rather than settling on the wrong one and terminating the bad hire.
In no particular order, here are the top 5 mistakes that hiring managers make that can be avoided:
#1 Rushing the Interview and Hiring Process.
Even when you need someone to start yesterday you should follow your regular (thorough) hiring process. This should include a detailed interview with the candidate, background and drug screening and checking of references/verifying credentials. A rushed decision may overlook concerns that present themselves during the regular hiring process.
#2 Not Considering Company Culture
An employee can do great in an interview and have a very impressive resume, but if their personality clashes with the culture in your workplace they are likely not the best candidate.
#3 Sugar Coating or “Selling” the Position and/or Company
It’s to every one’s benefit that you are honest with the candidate about the responsibilities of the position, expectations for the role and the regular company culture. A candidate who is misinformed about the position and/or the company is not likely to be satisfied when they begin working and find out the truth.
#4 Having Unrealistic Expectations for the Candidate/New Hire
If you’re expecting to hire one new employee to come in and drastically change your company’s operations in their first week of employment, you may want to rethink your expectations. While it’s good to have expectations for all employees, you should try to keep the expectations realistic.
#5 Hiring for the Wrong Reasons
Perhaps your most valued employee referred their best friend for the position. Or maybe your next door neighbor who has been out of work for months really wants you to hire him. While it may be hard to put personal relationships aside, you should always hire the most qualified candidate for the position based on the candidate’s skills, experience and education qualifications.