THESE HIRING MISTAKES ASSUME WE SHARE A FEW BELIEFS.
- Your team is your most valuable asset.
- Successfully hiring the wrong person is still a failure.
- Mutual employee/employer success is the only form of success.
LET’S GET INTO IT.
- Focus too much on personality and likability, not enough on respect, competence, and trust.
- The assumption that the candidate shares their definitions and standards for processes, standards, and skills, not enough on defining the nitty-gritty terms so key differences can be mutually identified.
- Let immediate business demands drive the hiring speed too fast, instead of letting the mutual confidence level specify the speed.
- Spend too much time between interviews in an otherwise healthy in-depth interview process, as opposed to meeting several times in a single week.
- Allow an assertive candidate to drive the interview process, instead of a mutual give and take.
- Over-focus on the resume, instead of recognizing resumes are a small part of the hiring equation.
- Fail to involve key stakeholders in the interview and hiring decision, as opposed to involving those who will be responsible for the hire’s success.
- Not defining company culture and therefore not defining cultural expectations for candidates.
- Over-focus on candidate fit for the company, instead of mutually exploring company fit for the candidate.
- Failing to run robust references because of confidence or laziness.
