Top 5 Mistakes When Hiring: What Prevents You From Finding Valuable Personnel
Posted: Sun Jan 19, 2025 5:26 am
What could go wrong? Putting together a team of strong specialists is not an easy task. And it is even more offensive if an employee quits after a couple of months. And then the search has to start all over again.
How to avoid? The good news is that this problem can be solved. The main thing is to avoid certain mistakes in the process of hiring personnel. In this article, we will tell you what mistakes managers most often make in the process of finding and hiring employees, and how to avoid them.
Top 5 Mistakes When Searching and Hiring Personnel
So, we present the mistakes that managers most often make when searching for new employees.
"Great resume, you're a good fit for us"
A perfect resume does not equal band data package a “perfect employee.” One of the biggest mistakes when hiring a new employee is to blindly trust their resume and rely on their past experience.
A good resume is needed to distinguish a candidate from other competitors. But your task is not to fall in love at first sight, but to select a strong employee who will fit organically into the company and will cope with the pace of work and the volume of information received.
A resume is a starting point. It can tell you where and with whom a person has worked, what tasks they have solved. This is the first level of selection, so that, for example, from thousands of sales managers you can choose those who could potentially suit you.
The Perfect Candidate Resume
To avoid this mistake, it is necessary to carefully describe the job profile and the corresponding skills. Each company has its own speed of work, its own business processes. The candidate must fit organically into the system.
Another solution could be a multi-stage hiring system:
basic survey;
group interview;
test task;
personal interview with the manager;
probation.
Experience is experience, but you must test the candidate. And be sure to monitor all stages of the probationary period to see how the employee copes with new responsibilities. Weak employees are usually eliminated quickly. But ambitious and capable ones stay for a long time.
"We'll write a standard vacancy and set real tasks later"
If you don’t pay due attention to the job description, you risk getting the same “incomprehensible” employee.
The requirements specified in the vacancy must necessarily coincide with the real tasks that the future employee will have to perform. First of all, this is your reputation. If an employee came to you for the position of a marketer, and you force him to call clients - this is quite strange. Moreover, because of deceived expectations, employees become less effective
The more detailed you are in your resume about the vacancy, requirements and your own company, the higher your chances of getting a responsible employee. Don't be afraid of long resumes. "Your" person will read everything to the end and attach a cover letter if necessary.
Not optimized job posting text
It would be ideal if you developed separate business processes for recruiting specialists.
In addition, keep an eye on how tasks are set. If the company has its own system of regulations and instructions, the newcomer will reach working speeds faster. Clearly describe what the result of the work should look like, with whom the employee is obliged to interact, what reports to provide and within what time frame.
This way, you will not only speed up the employee’s adaptation process, but also immediately explain to him the level of his responsibility.
"Your friend works for us? Great, you're hired!"
Working with relatives or friends is dangerous for business. Make it a rule that the best employees are only at the labor exchange.
First of all, don't blindly hire your close coworkers. If this person is really that good, he/she will easily pass all your tests to become a part of the team.
Secondly, do not work with your own relatives or friends. This is often done by entrepreneurs at the initial stages of business development. At first, it will seem that you easily find a common language. But there are a number of dangers due to which you can completely ruin your relationship with each other.
How to avoid? The good news is that this problem can be solved. The main thing is to avoid certain mistakes in the process of hiring personnel. In this article, we will tell you what mistakes managers most often make in the process of finding and hiring employees, and how to avoid them.
Top 5 Mistakes When Searching and Hiring Personnel
So, we present the mistakes that managers most often make when searching for new employees.
"Great resume, you're a good fit for us"
A perfect resume does not equal band data package a “perfect employee.” One of the biggest mistakes when hiring a new employee is to blindly trust their resume and rely on their past experience.
A good resume is needed to distinguish a candidate from other competitors. But your task is not to fall in love at first sight, but to select a strong employee who will fit organically into the company and will cope with the pace of work and the volume of information received.
A resume is a starting point. It can tell you where and with whom a person has worked, what tasks they have solved. This is the first level of selection, so that, for example, from thousands of sales managers you can choose those who could potentially suit you.
The Perfect Candidate Resume
To avoid this mistake, it is necessary to carefully describe the job profile and the corresponding skills. Each company has its own speed of work, its own business processes. The candidate must fit organically into the system.
Another solution could be a multi-stage hiring system:
basic survey;
group interview;
test task;
personal interview with the manager;
probation.
Experience is experience, but you must test the candidate. And be sure to monitor all stages of the probationary period to see how the employee copes with new responsibilities. Weak employees are usually eliminated quickly. But ambitious and capable ones stay for a long time.
"We'll write a standard vacancy and set real tasks later"
If you don’t pay due attention to the job description, you risk getting the same “incomprehensible” employee.
The requirements specified in the vacancy must necessarily coincide with the real tasks that the future employee will have to perform. First of all, this is your reputation. If an employee came to you for the position of a marketer, and you force him to call clients - this is quite strange. Moreover, because of deceived expectations, employees become less effective
The more detailed you are in your resume about the vacancy, requirements and your own company, the higher your chances of getting a responsible employee. Don't be afraid of long resumes. "Your" person will read everything to the end and attach a cover letter if necessary.
Not optimized job posting text
It would be ideal if you developed separate business processes for recruiting specialists.
In addition, keep an eye on how tasks are set. If the company has its own system of regulations and instructions, the newcomer will reach working speeds faster. Clearly describe what the result of the work should look like, with whom the employee is obliged to interact, what reports to provide and within what time frame.
This way, you will not only speed up the employee’s adaptation process, but also immediately explain to him the level of his responsibility.
"Your friend works for us? Great, you're hired!"
Working with relatives or friends is dangerous for business. Make it a rule that the best employees are only at the labor exchange.
First of all, don't blindly hire your close coworkers. If this person is really that good, he/she will easily pass all your tests to become a part of the team.
Secondly, do not work with your own relatives or friends. This is often done by entrepreneurs at the initial stages of business development. At first, it will seem that you easily find a common language. But there are a number of dangers due to which you can completely ruin your relationship with each other.