A Trio of Hiring Mistakes to Avoid.

October 28, 2019

The U.S. economy is surging and job seekers are optimistic about finding jobs. These trends can combine to negatively impact your company’s hiring efforts. It’s a hiree’s market. Potential employees are able to pick and choose from multiple opportunities. As unemployment rates continue to decline, more and more companies struggle to fill vacancies. 

More than seven in 10 Americans feel positively about the U.S. job market, according to a recent Gallup news release. The U.S. Bureau of Labor Statistics also reported that there were more than 7.3 million job openings in the month of June. How can your company stand out in the crowd to attract the best talent? Below are three common hiring mistakes, the elimination of which can help your organization retain top employees

Skipping the prep work.  

Imagine Chef Gordon Ramsay showing up to a kitchen on a jam-packed Saturday evening only to find the basic prep work unfinished. Talented candidates feel the same way when its clear the hiring manager isn’t ready to conduct a job interview. While there are a ton of blogs about interview questions and processes, there aren’t nearly as many about the preparation that should happen before the applicant walks through the door.

First, does the job description accurately match the talent gap identified by the hiring manager? A quick discovery conversation with the existing team may help you figure out whether there’s a potential problem here. More often than not, job descriptions are created once and don’t always reflect the needs of the organization as it evolves. Find out when the description was last modified and follow-up with the hiring manager or staff. 

Second, has the organizational reporting structure been clearly defined? If there’s more than one hiring manager weighing in on the process, then there may be a structural issue at hand. Many employees report that an unclear management structure is a major pain point at work. This challenging environment can hurt employee retention.  

Interviewing and hiring the wrong candidates. 

Sometimes recruiters cast a narrow net. Critical compromises can happen when there are few applicants. Avoid this mistake by starting out with as many applicants as possible. Perform background and reference checks as your due diligence. This will immediately reduce the number of acceptable applicants, and increases the quality of talent in the candidate pool. You can define the level of stringency for these screenings by the requirements of your industry. Think through any regulatory restrictions or specifics about the new role. Are they working with financial transactions or sensitive information such as health records? How much travel is required? Are they working with children or minors? Questions such as these should drive your screening process. 

Resisting technology and innovation.

You’ve heard the trope: resistance is futile. Technology is changing the way companies do business, across all fields of expertise. Human resources is no exception. Having a reliable and efficient Human Resources Information System, or HRIS, is the first step toward modernizing your processes. Chances are, your competitors or other companies offering similar positions already have such a system. Onboarding a new employee with reams of paper documents can signal an old fashioned mindset from a company unwilling to embrace new technology. 

Additionally, many managers fall into the trap of attempting to clone a successful employee. That person’s individual talents may be difficult to replicate. Work to diversify your staff by attracting a wider range of skills, experiences, and perspectives. A unique blend of personnel will lead to increased innovation. Different perspectives and experiences lead to new ideas and methods. 

We can help.

Employers that offer professional development opportunities, hire internally, carefully cultivate their company culture, and layer accountability through training often find themselves in a position to build on past success with an eye toward the future. Management training and succession planning can benefit an organization for many years to come. Our experienced team of HR professionals can help managers unlock the hidden potential for staff in surprising ways. 

At SourcePointe, we utilize our industry experience to provide you with a multitude of customizable HR services, support, and solutions. All so your business can do one thing – more business. We’ll provide tailor-made solutions that fit your company’s needs while providing a solid return on your investment that pays off immediately – and for many years after that.

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