Have you noticed that despite the high levels of unemployment, many business leaders still have difficulty finding and keeping the right talent? Sound familiar? You recruit someone who looked "ideal" during the interview for a key job. It cost you $1000's in advertising, salary and management time. Not to mention the effort you invested in the recruitment process. But it soon becomes apparent the person isn't working out. Maybe their style wasn't right, their leadership qualities weren't as advertised at the interview or their problem solving capability gives you a headache. Now you are faced with a termination package and going back to the drawing board.
But fear not! Hiring is a skill that can be learned and practiced so that you can hire the best person at the same time as rejecting the rest without reducing their self esteem. Contact PBC for help and a free consultation before venturing into the labor market. And in the meantime...
...Avoid these 6 common hiring pitfalls:
1. Fail to write an accurate job specification. If you think: "I am not sure exactly what I'm looking for, but I will know it when I see it," you are heading for a fall. A detailed job description and a list of the top 5 behaviors essential to doing the job well, are the minimum requirements at the outset of the recruitment process.
2. Interviewing by the seat of your pants. Inadequate and uninformed preparation can only yield poor information about candidates. Mistakes are compounded when we ask others to "talk to" the candidate without preparing them in advance. Be sure to systematize your recruitment process to ensure accuracy, equity and fairness.
3. Hiring clones of yourself. Recruiting is like dating. You meet, you talk, you introduce them around. When you meet someone you really like, they can do no wrong. Your focus will be on looking for all the reasons to hire them, right from the beginning. Love is blind and costly, when it comes to recruitment. Hold off "judging" until you have asked all of your questions and debated your facts with others. A successful enterprise is one where different individuals bring diverse opinions and skills to bear on your vision. Remember, 'if two people are of the same mind; one of them is redundant'.
4. Rushing the process. Sifting through lots of candidates to find the best is time consuming. Other work piles up. You need someone who can start yesterday! It is tempting to skip critical steps such as preparation or reference checking. It is not unknown for candidates to stretch the truth a bit on their resume's. Implementing a tried and tested system will save you time and lots of money.
5. Do the "sink or swim" new hire induction. If you think training is expensive, try ignorance. A bad start will lead to frustration and performance problems. It is crucial to get all new recruits 'on board' fast. A systematic but human approach will ensure that first impressions are the right impressions and new hires don't immediately start looking for their next job while bad mouthing your organization at every opportunity. An accurate hire is one where the recruit stays with you at least long enough to repay your investment in selection, recruitment, salary and training. A behavioral profiling tool such as DISC (dominance, influence, steadiness, and compliance) can be really helpful in making an accurate hire. An accurate hire is one where the recruit fits, not only with the job duties, but also with the behavioral aspects of the position, your organization culture and the place where the job is located.
6. Don't realize the marketing aspect of recruiting. Of all the candidates that apply for your target job, you can only recruit one. But what of all the others? They are potential future customers and definitely people who will talk about their experiences. It is essential that your recruitment system is fair to all and leaves no one feeling discriminated against or otherwise mistreated. Fairness needs to be designed in. Hand in hand with fairness goes equity. All candidates must be given the same chance to impress you. This means things such as, equal interview time, asking all candidates the same questions, and giving them all of the information they need to make their decision. After all, you are being interviewed as a potential employer. Be sure to systematize your recruitment process to ensure accuracy, equity and fairness.
For a comprehensive plan on hiring for success, please download my white paper on How to Make Successful Recruitment Decisions.
Connect with us on social media and be part of the dialog.
This originally appeared in my November 2012 Newsletter.