How do you select the perfect candidate? The cost of making a wrong hiring decision can be detrimental to a company’s bottom line. Hiring correctly is essential to emerging businesses. Here are some actions to avoid when making a hiring decision.
1. Rushing the Process
It’s only normal to try to hire a candidate in a timely manner, but one of the biggest mistakes you can make is rushing the selection process. Often times, managers and recruiters feel pressure to fill a vacancy to avoid a disruption in business or service levels. However, skipping steps in the process and not properly vetting candidates typically results in making the wrong decision.
2. Ignoring the Subtleties
Subtleties are the little nuances that you pick up in the interview process such as a lack of responsiveness when corresponding with you, an odd response to an interview question or a poor tone of voice. Listen to your instincts. Are you getting mixed messages from a candidate? Your instincts can be one of your strongest attributes during the selection process. Don’t ignore them just because a candidate seems like a good fit on paper.
3. Not Looking Beyond the Resume
The resume only includes work experience, skills and education. It does not include information about the candidate’s personality traits. Personality traits often dictate success on the job, not skills and experience. For example, one candidate may be highly qualified but lack initiative and commitment while another candidate may not have the same skills but is quick to learn, performance driven and takes a higher level of initiative. Include behavioral based questions in your interview that solicit responses that would indicate whether a candidate has the appropriate personality traits for success on the job.
4. Not Making a Timely Decision
You don’t want to rush the process, but you don’t want to delay the decision either. Delaying a hiring decision could result in losing the best candidate to another hiring company. In today’s War for Talent, where supply of skilled and talented individuals is below the demand, it is imperative not to delay your hiring decision beyond what is necessary.
5. Making the Decision Alone
Selecting the right candidate is complicated. The strengths, weaknesses and cultural fit of candidates can vary. When screening and interviewing candidates include a 2-3 step process that includes multiple team members. Start with the recruiter conducting the phone interview and then have the hiring manager follow up. When conducting the final interview include another key team member or manager. This will allow you to collect various insights on your candidate.
For more information on this topic reference my book People Power: An Entrepreneur’s Guide to Managing Human Capital available now on Amazon!
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