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5 most common hiring mistakes & how to avoid them

Hiring new employees is a complex process. Sourcing qualified candidates, conducting interviews, narrowing down the pool, and choosing the right person for the role can take up to several weeks.
However, sometimes the candidate with a great resume passed interviews with flying colors and seemingly ticked every box, failed to hit targets, caused disruption in the team, and underdelivers in every area.
This scenario is not that uncommon. Unfortunately, despite all the consequences of making a bad hire, it is a mistake made all too often; a staggering 80% of employee turnover is due to bad hiring decisions.
In this article, we explore the five most common hiring mistakes and how to avoid making them.

1. Creating a Not-so-Accurate-Job-Description

Job descriptions must be appealing, well-written, and enticing for the top talent. It is essential to highlight the best perks and advantages the employees enjoy. However, it is also crucial to remain honest, transparent, and straightforward.

What to do instead?

A good job description attracts candidates with the right qualities and abilities needed to get the job done. Therefore, we recommended listing out a few more details apart from the general responsibilities and describing the overall purpose of the role you are aiming to fill. Also, companies should make sure not to “oversell” the position and lead candidates into thinking that it offers more opportunities than it does.

2. Searching for Perfection

It is not uncommon for employers to create an image of the perfect candidate for a specific position. So, they pack their job ads with required qualities, including attributes that are not essential for the job. Even though every company wants to have people with the best skills, asking for too much can push away a genuinely promising candidate for the role but does not match the job description perfectly.

What to do instead?

Employers should carefully reconsider the requirements for the role they are looking to fill. If there are no suitable candidates, then a company should lower the requirements for the job. For example, if a company is looking for a candidate with specific skills and specialist training, it could be a good idea to choose a candidate who does not have the training but does have the needed skills and provide the training during the onboarding process.

3. Speeding Through the Selection Process

One of the most common hiring mistakes is rushing to fill a position without adequately evaluating the job requirements or whether the person is the right fit. Even though it may seem that hiring somebody is better than hiring nobody, you may miss vital information that could prove costly later while trying to speed through the process.

What to do instead?

When considering applications, spend some time interviewing the candidates and ensuring that the candidate’s skill set aligns with the company. Companies are encouraged to go for the second round of interviews if needed. The more facts-driven the choice, such as required skills and seniority, the greater the chances are that you will make the right choice.

4. Taking Too Long to Make a Hire

Industrial best practice recommends one to take a reasonable time to make a hiring decision. However, taking too much time is one of the hiring mistakes that can cost a company a great candidate. Therefore, when a company starts the interview process, it is essential to complete it as soon as possible. Otherwise, it risks losing a candidate to another company.

What to do instead?

Deliberating over candidates too long or letting too much time lapse between communications with applicants could mean missing out on top talent. Setting a reasonable deadline for making the hiring decision and sticking to it is recommended.

5. Not Evaluating Candidates’ Culture Fit

Skills, abilities, and experience are fundamental, and many companies base their hiring decisions on these criteria. However, just because a candidate has all the skills to get the job done does not mean that they will thrive in a company’s culture.

What to do instead?

Apart from assessing the required skill set, it is also essential to determine whether the candidate has the right attitude to fit in with the team. Make sure the candidate you choose can commit to upholding the values you deem most important.
Hiring can be a time-consuming and expensive business. However, by avoiding these six hiring mistakes, you can increase your chances of choosing the most suitable candidate for your team.
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