10 Common Mistakes Hiring Managers Make When Hiring Executives.
Hiring a new employee is something that professionals often postpone as long as possible. It is important to find the right person to fill the vacancy. The hiring process takes time and effort. There is a big temptation to add someone who is available at that moment and looks like they have the skills to do it. This is often a mistake. Here is a list of other hiring mistakes that professionals frequently make:
1. No job description – By writing down in detail the tasks that this employee will be required to do the hiring manager will be able to see clearly the qualifications a person will need to do this job. When hiring at the executive level a details job description is key to attract the right candidates.
2. Hiring someone without having the person take a behavioral assessment – The assessment will help you see if this person will fit into the office and compliment the skills of the other people. It will also help you to communicate with the person in a way that that person will hear. Most managers tend to hire people like themselves when in fact they may need someone who can do some of the things that the manager does not enjoy.
3. Hiring someone whose temperament or personality is wrong for the job – Some positions require people who are talkative and friendly, and others require people who enjoy working by themselves. Certain tasks require a detail-oriented person while others need someone who sees the big picture. Knowing the personality type and temperament that is best for the position will help the hiring manager find the right person.
4. Hiring friends and/or relatives – Often people hire friends or relatives to be kind or to do a favor for someone. If the decision turns out to be a bad one, the situation can get uncomfortable. It is often difficult to give feedback to friends or relatives and they often resent being put in a position where they have to be grateful for the opportunity but are really angry with you for the criticism.
5. Not preparing for the interview by creating a set of questions that you ask everyone – Spending time preparing a set of probing questions for the candidates will help you to determine which candidate most closely fits your job description. Think outside of the box and prepare questions designed to put your candidate off guard to see how the handle the situation.
6. Not posting the job, advertising it in the paper and/or using a recruiter so that you get multiple candidates giving you a choice – Some are tempted to hire the first applicant. If you advertise for candidates in multiple ways and use a recruiter too, you should have a variety of candidates to interview and select from.
7. Not screening the candidates so you interview everyone – Once you have a group of candidates it is easiest to have screening interviews to weed out those who are inappropriate. Often screening interviews are done by phone but also could be done by email.
8. Having an unclear hiring policy – One of the most critical mistakes a company can make is failing to define its hiring policies before beginning an employee search. An unclear policy can confuse the hiring manager and candidates at best, or invite legal troubles at worst, especially when it comes to contract workers and exempt versus nonexempt employees.
9. Not checking references and background – It is tempting once you have settled on a candidate to hire him/her on the spot. It is worth taking the time to check references and background to be sure that this candidate has honestly presented him/herself. This include looking at social media profiles.
10. Forgetting to highlight culture – Your company’s values should align with your workers’ ethics, creating a culture that everyone is proud of. One of the biggest errors you can make is not showcasing your company’s style and culture, which can include benefits, salary, perks and flexibility.