Most of us are faced with the dilemma of how to select the perfect candidate. The cost of making wrong hiring decision can be very detrimental to a company’s bottom line. Therefore, getting it right is essential to emerging businesses. There are certain actions that you should avoid when making a hiring decision.
1. Rushing the Process: It’s only normal to try to hire the candidate in a timely manner, but one of the biggest mistakes you can make is rushing the selection process. Often times, managers and recruiters are stressed with filling a vacancy to avoid a disruption of the business or service levels. However, skipping steps in the process and not properly vetting candidates typically result in making the wrong decision.
2. Ignoring the Subtleties: Subtleties are the little nuances that you pick up when interviewing someone such as a lack of responsiveness when corresponding with you or an odd response to an interview question or their tone of voice. Listen to your instincts when you are 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 and does not include information about the candidate’s personality traits. Personality traits often dictate success on the job, not skills and experience. For example, a candidate who is highly qualified may lack initiative and commitment in comparison to another candidate who is quick to learn, performance driven and a higher level of initiative but doesn’t have all of the same skills. Include behavioral based questions in your interviews that solicit response which indicative success on the job traits.
4. Unable to Make a Timely Decision: Although you don’t want to rush the process, you don’t want to delay the decision. Delaying a hiring decision could result in losing the 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.
5. Making the Decision Alone: Selecting the right candidate is complicated and the strengths, weaknesses and cultural fit of candidates can vary. Therefore, include a two to three strep process of screening and interviewing candidates which include multiple team members. Begin with the recruiter conducting the phone interview followed by the hiring manager. Include another key team member or manager when conducting the final interview. This will allow you to collect different insights on your candidate.