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.
TJ's advice on the challenges and market changes relevant to SME construction companies searching for talent on the West Coast.