Do you believe that good help is hard to find?
Hiring a new team member can be a daunting and overwhelming task for business owners. Finding the right candidate takes an investment of time, effort, energy, and resources.
Bad hires are costly to your business. Not only is there a financial loss when the wrong person is hired, but repeated bad hiring decisions can lead to a drain on employee morale, a diluted company culture, and irritated customers.
To make sure you’re hiring right the first time, here are 7 mistakes to avoid when hiring new team members:
1. Not writing a proper job description
You can’t hire the right person for the job without being crystal clear about what you’re looking for in a candidate. Being honest and upfront about what the job entails will help you attract a pool of qualified candidates.
Many entrepreneurs miss this next point, but it is so important – in addition to writing down the qualities and skills needed for now, you’ll want to be aware of key result areas for the future. How do you want this person to grow? Where do you want them to be one year from now?
2. Posting in the wrong places
Where does your ideal candidate hang out? It’s easy to post on popular job sites like Indeed or Zip Recruiter, but if your perfect candidate doesn’t hang out there or isn’t currently in the market for a new job, it’s pointless. Do you need to talk to people in professional associations? Is there a networking group online that could have the right person? Might your customers or your team members have a referral for you? Be creative when thinking about where to cast your net to fill the position.
3. Ineffective interviewing
The most powerful piece of advice I often give business owners is to ask strong and effective questions. Don’t allow the interview to be a conversation and don’t rely on a standard list of interview questions, which will reveal very little about the candidate and their abilities. Instead, focus on questions that address this specific position and any concerns you have about the position.
4. Ignoring cultural fit and soft skills
Don’t be tempted to hire someone that only looks good on paper. Most employees don’t get fired because they can’t do the job. More often, employees are fired because they don’t fit in with the company culture, or they lack the soft skills necessary to succeed in the position. If your organization is fast-paced and social, hiring a loner who reacts slowly to changing priorities is not a wise decision.
Consider which soft skills are needed for the position. Do you need someone who is willing to roll up their sleeves to do the work? Then don’t hire someone who is unlikely take the initiative. Personality profiles and performance-based interview questions are extremely useful in determining your candidate’s soft skills and whether they’ll be a good fit culture-wise.
5. Neglecting Onboarding and Training
After spending so much time and energy to find the right person, many businesses drop the ball when it comes to onboarding and training. A thorough onboarding process will help your new hire adjust to your organization, feel at home in their new role and get to know your team. Proper communication and training will ensure that your new hire has the tools they need to succeed in the position for the long-term.
6. Hiring a recruiter or agency
Many recruiters completely miss the mark when it comes to hiring for cultural fit and soft skills. They simply throw resumes at you based on the job description (which may not be written properly, see #1) and see who shakes out. You need a qualified and experienced business strategist who will take the time to learn about your business and help you choose the right person.
7. Not having a process in place for hiring
Businesses thrive on systems and processes. Starting with crafting the right job description, you also need to outline and document your hiring system. Defining the role with key result areas, recruiting strong candidates, selecting powerful questions, and interviewing effectively should be included in your system. The right business strategist can help you create a customized process for your organization, one that you can replicate when it’s time to expand your team again.
Great hiring doesn’t happen by chance. It takes a system. With our Find & Fill Formula, we take you from the beginning to the end with a step-by-step hiring process. If you would like to learn more about our Find & Fill Formula, CLICK HERE to complete a survey and schedule a time to chat.