Hiring Mistakes Employers Make: From Application to Interview
Here are some mistakes you need to avoid as you work with your candidates from application through interview.
Do nothing but talk during the interview
Every interview needs to have components other than questions, answers and discussion. Ask the candidate about her experience with situations you point out. Watch the candidate perform a task such as separating parts or components to get a feel for their “hands-on” ability. See how quickly a person learns a particular task. Ask how the candidate would approach improving the quality of a given accounting process.
Evaluate “Personality,” Not Job Skills and Experience
People tend to hire people who are similar to themselves. This strategy will kill your organization over time. You need diverse people with different personalities to deal with diverse employees and customers. Hiring a candidate because you enjoyed and liked him or her, as the main qualification, ignores your need for particular skills and experience.
Fail to Differentiate the Critical Job Skills
What are the most critical factors for contribution and success given the job, the skills of the other employees and the needs of your customers? Once you have identified these, you cannot “settle” on a candidate that does not bring these to your workplace.
Develop a Small Candidate Pool
Build a candidate pool with candidates who meet the needs of your organization. If you don’t have to make a choice among several qualified candidates, your pool is too small. Don’t “settle” for someone if you don’t have the right person with the experience and skills you need. It is better to reopen your search.