Common Hiring Mistakes You Should Avoid

As an employer, job interviews are a commonplace occurrence that you will undoubtedly have already experienced before. However, therein lies the inherent issues with job interviews — the little time that it takes for you to talk to a candidate doesn’t fully dictate their entire personality, worldviews, and work ethics.

Moreover, you can only get so much information on a person’s background and nature from a piece of paper. 

To reiterate, you’ll find it particularly difficult to gauge the actual personality of candidates who come in for interviews. And there is also no guaranteed process for successful recruitment as it can sometimes be a hit-or-miss kind of thing. But knowing the obstacles and potential problems you might face can help you to avoid them. And in the worst case, you’ll be more prepared to take them on when they arise.

To that end, here are some common rookie hiring mistakes you should avoid at all costs (if possible).

Don’t Be A People Pleaser

This applies to all of those who have a kind heart. You may be a saint during your downtime, but when it comes to the company, business means business. Your role as a hirer is to recruit only the best talent that will benefit the company the most. So disregard any sob stories or the urge to please, and steal your heart — you have a job to do.

Disregarding Pre Screening And Background Checks

Whatever the case is, there is always a need to pre screen potential candidates before actually inviting them to an interview. Of course, the first step is to go through all of the resumés that have landed in your inbox thoroughly. From there, you may filter out the unqualified candidates, while the qualified ones will move on for further screening. To that end, a simple phone-screening or Google search should suffice. 

Preparing For An Interview Goes Both Ways

Everyone knows before going into an interview, you should be fully prepared for anything to happen. However, interview preparedness goes both ways for either the candidate or the recruiter. As a start, your job vacancy should be as accurate as possible to avoid attracting any unqualified candidates. Next, you should also keep potential interviewees in the loop with regards to the company ethos and what is expected of them. And if you need the candidate to undergo specific tests during the interview, let them know ahead of time.

Relying On The Interview As Your First Impression Of The Candidate

First impressions matter, that much is true. But first impressions aren’t the end-all and be-all of the interview process — it is just a minor part of the recruitment process. Thus, relying on it to judge the suitability of a candidate is a mistake as there are tons of factors that could influence the candidate’s performance during the interview including illness or anxiety or even a bad day. Instead, you could perform a job audition in order to gauge the candidate’s ability to fit within the company culture. Personality and aptitude tests will also reveal a lot more than what you are initially faced with during the interview.

Waiting Too Long For The Perfect Candidate

As any veteran recruiter may attest to, the perfect candidate doesn’t exist. You may have the perfect employee in mind with all the qualifications in the world, but they might not even appear or exist or even want to work for your company. Waiting for the perfect candidate will jeopardise your team’s productivity and progress by keeping it understaffed for too long — which in the long run could affect their morale. Instead, hire candidates who meet most of your key requirements, as well as someone who has excellent soft skills. The rest of the skill gaps can be picked up while on the job. 

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