1. Hire Slow!
Rushing to fill a position simply is where the problems usually start. Hiring on what your gut is telling you sets you up to fail. Always take your time and use as many resources as you can to identify the best candidates out there. It should take several weeks to fill a position, not several days. Once you begin interviewing, always have multiple people interview them. At least 2 others get different opinions and impressions. Remember you are making an investment, not just hire.
2. You are not using Available Hiring Tools.
Find an interview guide that uses the behavioral interview method. Have the candidate tell you stories not just give you answers. This approach is so much more effective. Once you find a guide, you can always customize it to your company’s specific needs. Have everyone use the interview guide and compare responses for consistency and honesty.
3. They are not using Pre-Employment Testing.
Get a leg up from the beginning. Utilize a DISC profile to understand their personality type, determine if they are a good fit not only for the position but for your company culture. Determine their communication style and motivators, for salespeople use a Pre-employment sales survey as well. That way, you know the strengths and shortcomings of the candidate, avoiding huge hiring mistakes.
4. You are hiring Because of a Great Resume.
Yes, the experience is great, but it’s not the most important thing. You should be looking for the right person, not the right resume. Taking someone’s experience from another company does not guarantee success that it will translate successfully to your company. It is tough to retrain someone who has years of experience, but that experience does not work in the process your company utilizes. Getting rid of habits is hard work. Many times, you will be far better off hiring less experience and investing in training them in your process.