One of the keys to a successful business is hiring the right people for your team. The individuals that work for you must be committed, passionate, and generally care about things in the business as much as you.
The trouble is, many employers make massive mistakes when they take on new staff. As a result, they end up with a divided team and a company culture that is toxic at best. You’re likely here today because you’re probably guilty of making some recruitment mistakes.
Don’t worry, though, because you’ll learn the best ways to avoid making the same mistakes (and new ones) in the future. Here’s what you need to know:
1. You create a lousy job description
Let’s face it: when you want to hire someone new to work for your organization, one of the things you’ll need to do is create a job description. After all, people need to know what the job entails before they even consider applying for it.
Believe it or not, one of the biggest mistakes that employers make is by creating terrible job descriptions.
Examples of such job descriptions are ones where most of the job details get omitted. Or ones where employers use too much jargon and marketing buzzwords.
To create a good job description, the first thing you must do is list all the typical daily tasks required of the successful applicant. Next, you need to detail whether you have any specific training or qualification requirements.
And lastly, you shouldn’t oversell the role. Just be honest and give accurate expectations, especially when you employ methods like recruitment marketing to seek out the best people for your positions.
2. You forgot about hiring internally
Even if you only have one employee working for you, it’s always worth hiring from within your business before looking for outside talent. The sad truth is that many companies head straight to recruitment agencies without looking within their internal talent pool first.
You’ve already got an excellent team working for you, and most, if not all, of those people, would like new challenges at some point.
3. You relied too much on interviews
Everyone knows that interviews are an essential part of any recruitment process, even if you’re hiring internally. The trouble is, some decision-makers are guilty of relying too much on interviews to gauge whether a person is a good fit for an organization.
Do you know that old saying “first impressions count”? It’s very relevant in recruitment as it is in personal aspects of people’s lives. You’ll likely have formed a judgment about someone from the first ten seconds of meeting them.
Even if your gut feeling is telling you that the person on the other side of your desk is a good candidate, you need to make sure they actually know how to do the work. With that in mind, one idea is to set them a task or exercise to complete during the interview.