Agota Alvarez, Content Marketing Manager, Caliper
10 Most Common Hiring Mistakes
Hiring is not easy—as a matter of fact, it’s quite difficult. A bad hire can cost you,
on average, $20,000 per employee. And that number doesn’t reflect the potential damage to your company’s reputation and employee morale. To help you avoid a significant loss of time, money,
and resources, Caliper has compiled a list of the 10 most common hiring mistakes that companies tend to make. By avoiding these common hiring errors and putting the right people into the right roles, you can generate meaningful results for your business.
#1: Thinking Experience Always Counts When it comes to hiring, companies oſten place too
much emphasis on the past. Experience is commonly sought in job candidates and is oſten viewed as the ultimate tiebreaker when making a final decision. The price tag for taking this road can be high. How
oſten is 12 years of experience just one year of bad experience warmed over a dozen times? In the end, effective hiring has less to do with experience than with potential. Regardless of the experience a resume indicates,
chances are more likely you will hire someone who is not ideally and inherently suited for the job you want to fill. Surveys of employee satisfaction reveal the grim statistics: most people are not impassioned about what they are doing on the job. In other words, they don’t love what they do, which essentially means
they are not motivated. Why? Because the role they are in doesn’t allow them to play to their strengths.
#2: Overemphasizing the Interview How oſten, aſter hiring someone who does not work
out, have you thought to yourself, “But they looked so good in the interview?” In many cases, “interview stars” oſten make a very
favorable first impression, but their performance fizzles after the interview. While interviews can provide valuable input during the hiring process, when all is said and done, you can oſten be leſt with more questions than answers. For an interview to be effective, you need a very
clear sense of the key qualities and competencies you are seeking in the ideal candidate. Only then will you be ready to develop a list of probing questions that help determine the extent to which each applicant possesses these qualities. For instance, if you are trying to determine whether candidates are confident and assertive, ask them to tell you about someone who influences them. Ask them to describe a time when they had to go against the rules. Ask them about the best suggestion they ever made. Then listen. As their stories unfold, you will learn much more about them this way than if you simply used their resumes to serve as road maps for the interview process. Depending upon the particular job, you will want
to ask similar questions to help assess a candidate’s level of independence, initiative, empathy, persuasive
The Magazine 24 Forecast | 2018
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