It’s not enough to simply focus on the qualifications
of the candidate. Companies are more likely to let an employee go as a result of a culture clash than because of inexperience or mismatched skill sets.
#8: Talking Instead of Listening Time is money, and it can be tempting to rush
through interviews in order to make quick decisions and fill your open roles. However, when an employer opens the interview with an in-depth discussion of the job and company, it’s easier for a candidate to script what they think would be desired responses. By asking targeted questions and letting candidates
do more of the talking, you can get a better sense of their personality and gain insights into their behaviors, attitude, and potential for success in your organization. Likewise, it will be easier to determine if—and why—
they aren’t right for the job. It’s crucial to take the time to delve into a candidate’s experience and potential.
#9: Not Having a Structured Hiring Process Filling open positions can be a daunting and time-
consuming task, so it’s important to have a structured and standardized hiring process in place. It’s critical to set a hiring time-line and implement a uniform process for pulling and interviewing candidates. By creating and establishing a structured hiring
process, you can ensure that each individual is completing the same steps and providing the same information. This will provide clarity to your decision- making process and ensure that all candidates will be considered on fair grounds. A bad hire wastes time and resources, so it’s
important to make certain that your company hires right the first time. Having a structured hiring process in place will ensure that you hire the right people for the right job the first time around.
#10: Lacking a Solid Onboarding Program While we stated above that training alone is not
sufficient to ensure a candidate’s success, having a clearly defined onboarding program is crucial.
Hiring managers may sometimes feel that their job is complete once a new employee is hired and starts his or her new job. However, it is important to provide new hires with an orientation and training program to help them settle into their new positions within your company. Giving new hires a head start can have a direct,
positive impact on employee satisfaction—and your bottom line. When employees feel engaged, they are more likely to be productive and successful in their roles. Moreover, employees who are coached at the beginning stages of a new role will contribute more to the team and reach their peak potential sooner. Developing a solid onboarding process will help
new employees get up to speed faster, understand their strengths and limitations, and learn how to adapt their work styles to fit in with new team members and managers. Making the right hiring decisions always begins
by having a well-developed process that provides deep insights into potential candidates and a clear understanding of competencies required in the position. By avoiding the key hiring mistakes we’ve outlined above, you can better inform your hiring decisions and hire right the first time. Companies that find the right candidates see the specific behaviors and contributions necessary to deliver results. Improve your hiring practice today and build an effective team for your organization.
Caliper is an employee-assessment and talent-management- solutions company that helps businesses align talent with strategy; hire better people faster; and develop leaders, teams, and mission-critical employees. Visit
calipercorp.com for more.
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The Magazine 27 Forecast | 2018
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