Find your top talent quickly and efficiently by avoiding these hiring mistakes that could take months of time and effort to fix.
1. Not involving the department in the interview process.
The department a new employee will be working in has unique insight into the position. The manager will understand how the employee will work, the reporting process, collaboration tools, and overall work culture. The other employees in the department will know how communication works and will be the people that new employee work most closely with.
Allow an employee from the department to meet your potential candidates to gauge whether he or she would be a good fit for the group and the position. You can also ask the employee to show a candidate around or introduce the department and answer some questions.
Make sure to involve some staff members from the department you are hiring for when screening or interviewing candidates. Ask them to give their feedback on how well the candidate would do in the position and add their insight to your own in order to avoid hiring mistakes.
2. Not being thorough with reference checks.
Work references provide a glimpse into what your potential employee is like in the office. Perform detailed reference checks with multiple sources in order to get a clear picture of the candidate before hiring him or her. Be sure to ask the right questions when you contact employee references and pay close attention to both their answers and the way they answer. Some potential questions include;
- If the candidate was applying for the same position at your company, would you welcome him/her back?
- What do you feel is the candidate’s greatest potential?
- Is there anything that might hinder the candidate from being successful in the position?
3. Taking too long to make an offer.
Try to expedite the decision making process to avoid losing a great hire. The longer you make a candidate wait for an answer, the more likely he or she is to take a different job offer. Even if the interview process will take some time, inform your top candidates that they are on your list of finalists and give them a realistic schedule of when to expect your decision. Once you’ve decided to hire a candidate, respect his or her time and inform him or her immediately.