Whether you're growing your business or replacing staff members, you want to find quality employees. You already have applicants and after looking through our recent posts on hiring, you think you're ready to find the right person. You know that the wrong person can cost your company time and money. But all too often, businesses make hiring mistakes.
There are several hiring mistakes to avoid. Common problems start with the interview. You need to be clear about the job's requirements up front and stay on target. You don't want to hire someone based solely on their personality or appearance without asking questions related to the position. Also, don't mistake a candidate's nervousness for lack of ability. Interviews can be intimidating for anyone, especially if it's a surprise group interview.
Another mistake is paying too much attention to the candidate's degree over their experience. There's just no substitute for a proven track record. Don't forget, you're looking for someone who has a good feel for the position and will be a good fit for your team. You might consider involving your current employees, as well. After all, they're the ones who will be interacting with the person hired. Getting your employee's input can help strengthen their involvement and loyalty for the company.
Possibly the most important mistake to avoid is not checking candidate's backgrounds. If you're serious about a potential employee, make sure their work history is accurate and check a few references. Internet giant Yahoo recently made this mistake when their new CEO's resume listed a degree he didn't actually have. In addition to the work history and references, background checks are very handy. You certainly don't want to hire a professional embezzler or someone who's been convicted of stealing from the company warehouse.
Hiring is always a daunting task but if you remember these rules while going through your interviews you'll be one step ahead of the game.
There are several hiring mistakes to avoid. Common problems start with the interview. You need to be clear about the job's requirements up front and stay on target. You don't want to hire someone based solely on their personality or appearance without asking questions related to the position. Also, don't mistake a candidate's nervousness for lack of ability. Interviews can be intimidating for anyone, especially if it's a surprise group interview.Another mistake is paying too much attention to the candidate's degree over their experience. There's just no substitute for a proven track record. Don't forget, you're looking for someone who has a good feel for the position and will be a good fit for your team. You might consider involving your current employees, as well. After all, they're the ones who will be interacting with the person hired. Getting your employee's input can help strengthen their involvement and loyalty for the company.
Possibly the most important mistake to avoid is not checking candidate's backgrounds. If you're serious about a potential employee, make sure their work history is accurate and check a few references. Internet giant Yahoo recently made this mistake when their new CEO's resume listed a degree he didn't actually have. In addition to the work history and references, background checks are very handy. You certainly don't want to hire a professional embezzler or someone who's been convicted of stealing from the company warehouse.
Hiring is always a daunting task but if you remember these rules while going through your interviews you'll be one step ahead of the game.
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