A hiring manager is in charge of a multitude of essential responsibilities in order to keep an organization running smoothly without incurring greater costs that can affect the bottom line of a business. Organizations often end up making mistakes that can easily be avoided.
Whether an organization is large or small, the hiring manager is always vital and necessary. This part of the organization is in charge of a multitude of essential responsibilities in order to keep it running smoothly without incurring greater costs that can affect the bottom line of a business. Yet, many organizations end up making costly mistakes that can easily be avoided.
There seems to be a common consensus among hiring managers that it is possible to steer clear of these mistakes by simply being aware of them and aware that they exist. Companies that devote their time to developing a process tend to have less turnover, a better reputation, and have lower costly effects of hiring and training unneeded additional employees. Below are five common hiring blunders and how you can avoid making them when hiring for your company:
In order to hire the right person for the job, you cannot put too much emphasis on whether or not you like them a person and not a candidate. Some candidates are easy to get along with and make you laugh right out of the gate, but they are not necessarily the right candidate for your position. It is important when hiring to never let a candidate's sense of humor or demeanor cloud your opinion of them. Their qualifications and experience are far more favorable to you and your company in the long run than their latest knock-knock joke or stand-up routine.
Examine the candidate's professional qualifications and characteristics but also whether or not they will fit in with your culture. Also, allow some time to set aside qualities that you like about the person compared to qualities that are needed for the actual job description. Even if you are in dire need to hire someone as soon as possible, do not settle or lower your standards. Wait for the right fit, otherwise you won't be laughing after the funny candidate turns out to be a real tear jerker.
Yes, you want to make sure your candidate has relevant experience in the field, but don't place all your eggs in that one basket. Some candidates lack the desired amount of relevant experience, but they make up for it with their life experience. Military experience, studying or working overseas, volunteering a year of their life to saving the whales, or taking a year off of work to write a novel; these all offer valuable learning experiences and experiences other candidates can't duplicate. In tough times candidates can draw upon their life experience to develop a solution, or use it to look at problems from different view points. Anyone can work long enough in your industry, but not anyone can boast about blistering cold while living in a thermal tent somewhere in the Antarctic.
During the interview process, slow down and make sure you are letting the candidate speak. Spend more time listening to them and less time talking about your company or the position interviewing for. You need to make sure that you fully understand their background, experience, and qualifications and you can't if you're the one doing all the talking. It is important for you to find out if the candidate does in fact have an opinion of their own, and if so, does it correlate with the opinions already in place at your company?
Make sure not to wait too long before calling a candidate back with a job offer. Candidates you interviewed are most likely interviewing with other companies as well and maybe even some of your largest competitors. If you believe that a particular candidate would make a good fit with your company, make them a call and make them an offer. And if you decided not to hire the candidate and you told them that you would be in touch, be considerate and give them a courtesy call to inform them of your decision. Failing to do so could result in bad blood or the candidate continuing to call or email you on a weekly basis to find out if you have made a decision.
We cannot emphasize these two points enough, and yet they are often the two most overlooked aspects of a hiring manager's hiring process. Candidates give references for a reason, and regardless of whether or not they think are you going to call them, you have every right to – and should. Sometimes you can learn some interesting facts about the candidate (even if 99% of references say nothing but the sweetest compliments about your candidate), and every now and then the information you hear is enough to sway your decision as to hire the candidate or not.
Also, perform background checks. You know that saying about how you can never judge a book by its cover, so even if the candidate looks as innocent as a saint, you don't know what dark secrets lurk in their past. Of course, chances are that they are clean as a whistle or had a minor run in with the law in their youth but it's better to be safe than sorry.
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