There is no doubt the economy is heating up and many companies are looking to hire multiple employees, not just one or two! If you are like most small business owners you may have hired from the friends and family pool in the past. It may be that this won't work for you now and you are looking for a fresh approach. Even though your need may be urgent, you need to take your time and find the right people to help you. Studies show it can mean a 30% difference in your bottom line. Selecting the right employees is so basic to your success, yet many managers do it poorly!
CRITICAL HIRING MISTAKES:
1. Failing to clarify what you are looking for. Everyone wants to fill a vacant position quickly, but filling a job fast will never make up for hiring the wrong person. That could result in poor productivity, low morale and often, a lawsuit. You must think about filling the job, not replacing the person who held the position. This is your chance to take a look at your organization and determine that hiring someone to the old job description may not be the strategy you should consider. This is your opportunity to change the job description to include someone with a different skill set who would be a better fit for the long term.
2. Failure to cast a wide net. Many people believe that it is simple to hire - you just post your position on a job board and that's it! Most experts recommend using more than one source for candidates to improve the candidate pool and support diversity initiatives.
3. Interviewing carelessly, poorly, inconsistently, or illegally.
- Careless interviewing: Are you unprepared? Did you gather enough information to make a reasonable hiring decision? Do you appear to have a lack of interest? If so, your best candidates will be unimpressed.
- Poorly: Do you ask yes/no questions? Do you fail to probe deeper than the first answer the candidate gives? Poor interviewing techniques lead to not getting the information you need to make a good selection.
- Inconsistently: When evaluating all candidates, it's best to conduct similar interviews. If you cover past accomplishments with one candidate, future vision with another and local spots with a third, how will you make a rational choice?
- Illegally: All interviewers need to be trained to avoid questions that can appear to be discriminatory, for example, questions about gender, race, national origin, religion and age. The courts will assume that you asked the questions because you needed that information to make your decision. That leaves you at risk for a discrimination lawsuit based on asking the question.