9 Hiring Mistakes Every Small Business Should Watch Out For …And Simple Tips to Avoid Them
Mistake #1
Failing to define hiring-team roles
Why this is a problem?
If team members don’t know what they’re responsible for, they may inadvertently double-up on tasks — wasting time and drawing out the interview process.
Solution
Delegate tasks based on each teammate’s strengths – and clearly communicate who is doing what. Assign every step, from writing the job description or posting and promoting the job to reaching out to prospective candidates, checking references, and making the offer.
Mistake #2
Writing an unclear job description
Why this is a problem?
Vague job descriptions can cause candidates to scroll right past your posting. If a candidate does apply, they may not fully understand what’s required for the role.
Solution
Be straightforward. Lead with something that’ll pique a candidate’s attention. Show off your company culture using an authentic voice to clearly show what you’re all about.
Mistake #3
Forgetting your personal network
Why this is a problem?
You are, at most, only three degrees of separation away from any candidate, so ignoring your network can put you at a serious disadvantage.
Solution
Share that you’re hiring on your personal LinkedIn network. People who care about your success will eagerly spread the word. Start attending networking events with an eye to meet potential candidates who will help you build a strong pipeline.
Mistake #4
Disregarding company culture
Why this is a problem?
Hiring only for skills can severely impact a small business’ company culture. When coworkers don’t like each other, morale drops, which has been shown to affect productivity and creativity.
Solution
Soft skills are just as, if not more, important as hard skills. Interview potential candidates based not only on their qualifications, but also on the cultural value they might bring to the company. Ask yourself whether your existing working environment will allow the candidate to thrive, and whether they could be a great culture addition, bringing new perspectives and ideas to the table.
Mistake #5
Ignoring red flags
Why this is a problem?
When a conversation with a candidate is particularly enjoyable, it can be easy to get sidetracked and overlook signs that they’re not right for the role.
Solution
Charm and wit can make a candidate seem appealing, even if they’re not the right fit. Keep the objectives for the role top of mind and be sure to probe for more details about their skills and experience, no matter how likable they are.
Mistake #6
Being unprepared
Why this is a problem?
By skipping preliminary steps, you risk hiring an under qualified candidate.
Solution
Take time to really get to know the candidate. Prepare clear questions that will help you assess the most important skills needed for the role and pay attention to the words they use when describing previous experience. If they say “we” a lot, they may be team oriented. If they favor “I” pronouns but don’t credit anyone else’s efforts, they may not be a great team player.
Mistake #7
Harboring vague evaluation criteria
Why is this a problem?
Without outlining clear evaluation criteria in advance, your team will struggle to compare candidates accurately and fairly.
Solution
Very few candidates will possess every skill in your job description. Identify and prioritize the top two or three skills that can’t be negotiable and remind your team that everything else is an added bonus. That way, you can more easily evaluate and compare every candidate based on what matters most.
Mistake #8
Prioritizing speed over quality
Why this is a problem?
Rushing the process and hiring someone who isn’t the right fit will slow you down, cost more in overall effort, and even impact team morale.
Solution
Never compromise on quality, no matter how fast you have to fill a seat. Consider finding an independent contractor to fill the gap if you’re really in a time crunch, which will take the pressure off and allow you to focus on finding the right person for the role.
Mistake #9
Being unclear about goals and expectations
Why this is a problem?
Friction can quickly surface if employees aren’t crystal clear on what’s expected of them.
Solution
Establish clear expectations during the hiring process and reinforce them when you make an offer. When everyone is on the same page, you can easily confirm how a new hire is performing. Plus, by having these conversations with candidates early, you can truly gauge their interest level and empower them to self-select out if they feel they aren’t qualified.
SOURCE: The Hartford SmallBiz Ahead
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Tags: employees, goals and expectations, hiring, hiring mistakes, human resources, interviews, job descriptions