Job-seekers face a lot of stress, and can make a lot of mistakes during their hiring process if they let it get the best of them. However, employers themselves also face a lot of problems during the hiring process! There are many common mistakes they need to be careful of when they’re hiring for a position. But, there’s no need to worry, as they can all be avoided rather easily with just a few simple precautions!
1. Relying too much on a CV
One of the first problems is that hiring companies do not find an adequate balance between what people look like on paper…and off. CVs, while impressive, are only about half of what should be considered when hiring. Their chemistry with others in person is just as important, and it’s also much more beneficial to have a business that’s filled with people who are diverse. With all sorts of great – but different – minds pooled together, all sorts of problems can be solved and all sorts of ideas created through these different perspectives.
2. Interviewing Too Many People
The second thing is to try and find a good-sized pool of the number of candidates you interview. Don’t make things harder for yourself by hoping and believing that the more recruits you interview, they better and better they will be. You won’t be able to remember individual, important details after you’re talking to 30, 40 people. The same goes for the opposite as well. Don’t interview just a few people, expecting to find a spectacular candidate in a flash. The “bell curve” for most hiring professionals is about 9-10 people. Don’t settle, don’t over-do it. Just try to find the balance for the number of interviews that works for you and your business.
3. Talking Too Much
As you make your choices on whom to interview, keep in mind for some tips on how you interview. A common mistake is that of too much talking. As the saying goes, talk is cheap. Although it is smart to tell the person you’re interviewing all about your company and the benefits of working with you, how about you change it up and show them instead? Walk them around the offices, showing them the environment they will be working in, and perhaps what sort of tasks they will be met with on a daily basis.
4. Asking the Wrong Questions
Also be careful to ask what questions you ask them. Starting off with “So, tell me a bit about yourself.” can get a bit hairy. It’s too broad of a question and it would be hard to keep track of who answered what if you receive too much info about too many people. Some of which might be quite irrelevant. Instead, try creating a strict procedure that you would keep the same across all candidates to keep it more organized for yourself when making the final decision later.
Speaking of the final decision, try not to take too long making it. A common mistake here is to take too long of a time determining, and then you risk losing the strong candidate that you have been sitting on the fence about. If you really get a strong feeling about someone and want to hire them, let them know!
The key to this whole process is that of balance. Help make sure that you’re not making it too hard for yourself, and be smart about the interview process so that you can hire the strongest candidate out there – and that they, in return, can know that they are working with one of the best companies in their field.
MaryEllen Fenton | Strike-Jobs.co.uk Journalist