For most positions today, it’s a seller’s market and that means the buyers may tend to take shortcuts on the way to hiring a candidate.
We’ve seen it all and learned over the years from our own mistakes, as well as others.
We invite you to read our list, like and contribute your best practices to the comments section below.
Here we go, drum roll please:
#10 Not to consider internal candidates prior to going externally in search of talent. Larger companies will mandate jobs be posted internally, however that doesn’t equal consideration! If you place from within, you will promote growth and professional development within the organization resulting in higher employee retention. And, an internal hire will save time and costs and often lessen the learning curve.
#9 Having a long application and hiring process that forces good people to move on to the next opportunity. Reduce the steps without reducing the due diligence.
#8 This is a cousin of number nine. If a rockstar is identified early in the process don’t make them wait another four weeks till the campaign is finished; they’ll be gone by then.
#7 Not assuming any responsibility for the previous person’s (in that job) departure. Bringing someone new into the same situation and expecting different results is, as they say, the definition of insanity!
#6 Hiring someone who won’t give their existing employer fair notice. If they won’t provide at least two weeks notice (and in the case of contractors, they may be mandated to provide 30 days) then one day they will leave you high and dry just like they did to the last company.
#5 Not doing a criminal and education backcheck. Even on a referral don’t assume anything.
#4 Not incorporating competency-based interviews that will allow the hiring panel to understand attitudes, knowledge and values alongside the education and experience. Culture and workplace environment are critical for the overall success of a company; competency-based interviews help evaluate a well-rounded candidate.
#3 Not doing pre-screening videos. The hiring committee will love these, so they don’t have to sit through a day of face-to-face interviews where you know in the first five minutes the person isn’t a fit.
#2 Not realizing the importance of the job description – you have to nail the role in eight and no more than ten bullet points. This is not all the responsibilities and accountabilities that are included in Appendix One of their employment offers. You must be truly clear on who and what you’re looking for, so the right candidates apply.
#1 Not getting the compensation right. We ascribe to putting a range in with your posting with maybe a 10% spread. That’s on the salary side, and if you have a market leading benefits package ensure it’s in there as well. Regarding the salary, have a qualified person do market research for comparables. Be competitive but leave room for growth.
Talent Acquisition Specialist
Managing Partner & Principal