Critical Hiring Mistakes

by Stephen Bruce


Selecting the right people is so basic to success, yet many managers do it poorly, due to either haste or ignorance. Here are critical mistakes for recruiters and hiring managers to avoid.


1. Failing to Clarify What You Are Looking For

Everyone’s in a hurry to fill  a vacant position. But filling a job fast will never make up for hiring the  wrong person. What’s a few weeks compared to a mismatch between person and job?  That’s going to result in poor productivity, low morale (not just for the  person but also for coworker), a termination, and often, a lawsuit.


‘Just replace Sally.’


Think about filling the job,  not replacing the person. Whenever there’s an opening, it’s a chance to take a  look at the organization chart and the strategy just to be sure that hiring someone to the old job description is still a wise idea. Perhaps anticipated changes suggest that someone with a different skill set would be a better fit for the long term.


2. Failure to Cast a Wide Net

It seems simple to hire today—hit one of the big job boards and go at it. But most experts recommend using more than one source for candidates. It will improve the candidate pool and support diversity initiatives.


3. Interviewing Carelessly, Poorly, Inconsistently, or Illegally

Carelessly. Careless interviewing, that is, being  unprepared or casual or both, results in not gathering enough information to make a reasonable hiring decision. In addition, that lack of interest will  leave the best candidates unimpressed.


Poorly. Poor interviewing techniques again  lead to not getting the information you need to make a good selection. For example, asking yes/no questions, fails to probe deeper than the first (often  prepared) answer the candidate gives.


Inconsistently. It’s best to conduct similar  interviews and evaluations with all the candidates. Naturally, they won’t be  the same word for word, but you should cover the same ground. If you cover past  accomplishments with one candidate, future vision with another, and local sports  with a third, how will you make a rational choice?


Illegally. All interviewers need to be trained  to avoid questions or comments that can appear to be discriminatory, for  example, questions about gender, race, national origin, religion, and age. The  courts will assume that you asked the questions because you needed that  information to make your decision. That leaves you wide open for a  discrimination lawsuit based on asking the question.

Read 2286 times Last modified on Tuesday, 08 April 2014 09:15


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