Avoid These Three Hiring Mistakes
Hiring people may be new to you, but as a company owner, you have a responsibility to your business to hire a capable, diverse workforce that can move things forward. Avoid these three hiring mistakes.
Failing to Pre-Screen
A common and major mistake many smaller companies make is that they don't bother to pre-screen job candidates. They wait until they need a particular position to be filled and then run ads. If you need someone to start soon, this can mean that you're less discerning in your hiring process and are more likely to interview anyone who sends in a resume.
Pre-screening even when you don't immediately need people can be a wise part of your employment process. By holding recruitment events, informational interviews, and other activities, you can collect and sift through resumes and applicants well before immediate needs happen. If you expand or someone quits, you'll have some good candidates already waiting for a call.
When you have a batch of people to choose from, you can add another screening step by calling them up. Even a brief phone encounter to set up an in-person interview could give you information about the person.
Not Preparing for the Interview
Your own tasks might mean that you show up to interviews without much preparation. You may ask a job applicant about themselves and their history without any specific questions that will give you the data necessary to know whether they're suited for the open job.
Instead, you should come up with clear questions designed to test their readiness to work in your company. For instance, you might present them with a current job problem and ask how they would solve it. You may ask about particular projects they claim to have been involved with and ask about specific details.
Relying on Feelings
Your "gut feeling" that a person is a good hire could very well be absolutely wrong. While getting along with those you hire is important, it's imperative that your focus be on their technical ability to get work done and to fill the hiring need you have.
Liking someone might also prompt you to ignore references. Even if you like someone's personality and want to hire them, ensure you're taking that last step and contacting references for any obvious red flags and further information about the candidate.
Your ability to rise above these hiring errors will enable you to bring on strong workers. For help, work with hr consulting firms that can advise and recommend qualified workers to you.
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