5 Expensive Hiring Mistakes 

5 Expensive Hiring Mistakes 

The hiring process can be cumbersome, frustrating, and time-consuming. But if due diligence happens and you have an effective process, finding the right fit can mean employee longevity, satisfaction, and growth. 

Unfortunately, not all hiring stories have a happy ending. Hiring mistakes can lead to unnecessary costs, wasted time, and what can feel like a merry-go-round of turnover. 

When finding people is difficult enough in the currently high-competitive market, avoiding hiring mistakes is essential to fill positions quickly.

Between consulting alongside organizations and my almost 20 years of HR experience, I’ve all-too-often seen the following hiring mistakes that can cause severe headaches and high turnover.

Mistake #1: Not Having a Process

Whether high-volume or high-level recruitment, having a clearly defined hiring process is critical.

Having a written process that all parties involved can refer to helps streamline and eliminate the “what’s next” question and ensures all involved are on the same page. It also communicates responsibility for each person where hand-offs occur, the amount of time between hand-offs, and more. 

The process outlines the steps to ensure the candidate is qualified, a good fit for the company culture, and is a good job fit for the position.

How to avoid: Work with your HR team to support the hiring managers to brainstorm, collaborate, confirm, and write down your hiring process. Make sure everyone understands their role and hand-offs.

Training Tip: If you have high turnover, it’s time to take a good look at your hiring process and identify how to improve. The first step to reducing turnover is to ensure you’re hiring candidates that are a good job fit for the position and the company culture.

Mistake #2: Not Being Aligned with What You Want

Alignment in what you want and need is essential to finding the best job fit. This means communication between HR and hiring managers regarding the specifics of what they are looking for; skills sets, certifications, and responsibilities. 

Without this communication, HR won’t be able to advertise and screen candidates appropriately. When that occurs, candidates make it through to the hiring manager to believe they are a fit only to find out they aren’t. 

How to avoid: For every position, identify what you are specifically looking for: Top three core functions, why it’s unique to your company, the culture, and specific requirements.

Mistake #3: Hiring Who You Like Vs. Who You Need

Often during candidate interviews, personality and like traits can take a front seat to the actual needs of the position. Allowing yourself to hire with emotions doesn’t always translate into assessing whether someone is a good fit for the job, which can then mean back to the candidate pool and starting over . . . costing you more money.

How to avoid: Check your alignment. Does this individual match what you need in this position?  Before beginning each interview, review and clearly understand what the candidate needs to have along with what you are able to provide for support.

Mistake #4: Not Using a Selection Assessment

Interviews and references are great data points for qualifying a candidate, but many companies often overlook the value of a selection assessment. 

A validated assessment can help fill gaps that may not be identified until someone is in the position. Understanding work styles and traits and how they apply to the position can make a big difference in successful placement within a position and team.  

Training Tip: Selection assessments are best used when you have top candidates selected and want to eliminate bias from team members and focus on who will best serve that position. They should never account for more than one-third of the weight of your selection.

How to avoid: While not necessary for every position, these are a great solution when confronted with multiple qualified candidates or high-level positions.

Mistake #5: Lousy Communication

The fastest way to lose qualified candidates is to drop the ball on communication. Remember what it was like when you were job hunting and waiting for word regarding your application or interviews? Don’t leave your candidates hanging. If they don’t hear from you, they will likely walk away or accept the next opportunity. With technology making communication so readily available, the more often, the better.

How to avoid: Make sure you specify communication touchpoints in your written hiring process, who, what, and when, so that candidates have a great experience and know what to expect.

No one wants to work in a frustrating, draining job, and not what they thought it would be. If you’ve already hired someone who isn’t a great fit, have an honest conversation with them right away and find out where they are at. Maybe it can work out, and perhaps it can’t. Avoid frustration and discuss the next steps.  Everyone makes mistakes, but owning up to them and talking about solutions is where real leaders step up.

“If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.” – Red Adair

Are you finding it challenging to hire and retain great employees? If so, let’s connect for a free 15-minute workplace diagnosis to identify the pain points in your hiring process.

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