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Hiring mistakes don’t just cost you time, they also cost your business money. As you likely know, hiring the perfect candidate is not as easy as it sounds. Especially in today’s digital world, it can feel more fast-paced and competitive than ever. Did you know that 39% of businesses report a decrease in productivity due to a bad hire? That’s a number you can’t afford.

How do you avoid the most common hiring mistakes so you can foster a great company culture? It doesn’t have to be complicated. In this guide, we’ll pinpoint the most common hiring mistakes so you can steer clear of them.

Mistake 1: You Rush the Process

The first mistake is to simply rush the process. A lot of people are in a rush to fill the open position, but this quick-paced approach is risky. While it’s true we’re in the middle of a talent crisis, it’s worth taking the time to make sure the candidate you choose is the right fit.

Instead of rushing the process, use an automated system like one of the many Applicant Tracking Systems. With an Applicant Tracking System, you’re able to eliminate the poor-fit candidates to help find better candidates faster.

Mistake 2: Focus on Experience

Another common mistake is to give too much weight to industry experience. While industry experience can certainly be a valuable thing to bring to any company, it isn’t the only thing that matters. Too many recruiters think experience is what “makes or breaks” a candidate, when really they should focus on other things.

If someone has all of the skills and seems like the right cultural fit, they could even outperform someone with more “experience” in the chosen field. While experience matters, it shouldn’t be the only thing that matters.

Mistake 3: Not Being Clear

How clear are you about the role and your company? It’s tempting to mislead candidates about what it’s like to work for your organization. Hiring is always a two-way street, so while you want your candidates to be upfront with you, you should also be upfront with them.

A great way to do this is with both your job descriptions and the interview. Always be transparent about expectations for the role and what it’s like to work in your workspace. This is the only way to ensure a good fit culturally.

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Mistake 4: Not Testing Candidates

While this isn’t true for all roles, a little assignment can go a long way to help you determine the best fit for your job. A lot of candidates can talk the talk, but can they actually walk the walk? A short assignment will help you see just who has the right skills to do their task quickly.

For instance, you might task a marketing applicant with a short marketing campaign pitch to see what they’ll come up with. It’s all about seeing them in your organization.

Mistake 5: Overestimating the Interview

Finally, too many hiring professionals thing the interview is the best place to learn everything about a candidate. While it’s true that the interview is a great place to gain more insight, you can’t judge these interviews too harshly.

Frankly, some people are better at interviewing than others. A great candidate might come across as okay in an interview but actually be the perfect fit. It’s always important to consider the big picture of each candidate, not just the interview.

Supercharge Your Hiring Process

How well is your hiring process working? Do you know how to find the best candidates for each role? How well does your company culture stack up against your own hiring process?

If you’ve made hiring mistakes in the past, you know how costly they can be. You’re also not alone. There’s time to avoid these mistakes above when finding your next candidate. You’ll not only save money but also time.