According to a Wall Street Journal survey, 52 percent of U.S. employers surveyed said they have difficulty filling positions because of talent shortages.
Jim Collins’ statement that “good is the enemy of great” certainly applies to hiring decisions. Great candidates are certainly available today, but know that your competition is smiling if you’re making these 7 hiring mistakes.
#1 Poor communication: Your responsiveness and a candidate’s perception of your company and interests are directly related. Poor follow up could mean you’re not interested or you’re disrespectful. Candidates want to go where they are wanted, so if you are interested in them, let them know promptly.
#2 Thinking the interview is to evaluate the candidate only: Candidates are evaluating you, too, and everyone wants to be made to feel important so treat them special and don’t be afraid to sell your strengths.
#3 Hiring the best interviewee: You’re hiring someone to do a job, not to be interviewed all day, so interviewing well doesn’t always translate into a great hire.
#4 Allowing compensation to drive your decision: Candidates are interested in compensation, but research proves it’s not their No. 1 motivator, so it shouldn’t be yours, either.
#5 Hiring too fast or too slow: When competing for top talent, I have a favorite saying that “time is not your friend”. Candidates are being courted and are evaluating their options too, so take time to properly evaluate them, but not too much time since hasty hires and indecisive hiring managers both lead to failure.
#6 Not establishing key performance indicators for the role: To ensure success, let new employees know what you expect of them and what success looks like before they start.
#7 Poor on-boarding: Recruiting that new superstar is just one part of a successful hire. Not supporting them with the right tools, training and support in their first 120 days will end in disappointment.
Try avoiding these hiring mistakes and you’ll be the one wearing the smile!