Hiring. It’s one of the most important actions you can take to grow your business, and yet so many business owners don’t do it right. They end up regretting a hiring decision down the road, or that employee ends up leaving too soon to recuperate the money invested in the hiring process.
If you don’t put proper attention on the hiring process, you’ll end up making one of these costly mistakes. Here’s what not to do if you want to find the best, most qualified candidates for a position.1.
1. Don’t Have a Hiring Strategy
You put hiring on the back burner until it’s essential that you do something about it. Someone quits and then you start thinking about finding a replacement. That makes sense, right?
Wrong. Even if you have a full and happy staff right now, people will quit or be fired at some point, so having a strategy for how you find job candidates will help you when the need arises.
To develop your strategy, answer the following questions:
- Where do we post new job listings? Industry-specific job boards? LinkedIn? Craigslist?
- Who is in charge of writing the job description?
- What research have we done to know competitive salaries for the positions we have?
- Do we encourage employee referrals?
- What’s our resume screening process?
- Do we want to work with recruiters?
- What is our interview process?
2. You Post on the Wrong Job Boards
There’s a reason there was a question about where you post job listings in the strategy section. It’s imperative that you know the best places to find qualified job candidates. And that might not be Craigslist (even if there are qualified applicants, you’ll spend a lot more time sifting through resumes from this channel).
Certainly, you should post your job on your company website, but consider additional distribution to expand your reach. Job boards like Monster are good, but are there industry-specific sites that attract professionals in your field that might be a better fit?
It may take some trial and error to know where to post the job, so take notes whenever you are hiring so that next time you can tighten up your efforts.
3.Your Job Description is Poorly Written
To be honest, you don’t even really know what this job position does. You do your best at creating a description, but it ends up being pretty inaccurate. And so you hire someone that is completely the wrong fit for the role because you were too lazy to do research to write a better job description.
As the business owner, it’s in your best interest to understand what each and every person in your company does, not just for the hiring process. If you’re replacing someone who is still working for you, sit down with that person to understand what exactly they do. You might be surprised to find that they’ve taken on all kinds of additional responsibilities since you first hired them. You’ll need to include these in your new job posting.
4.You’ve Overlooked One Major Source for Referrals
While you’re putting all your effort into job boards, you’re overlooking the obvious: your employees. For many companies, employee referrals make up half of where the companies find their new hires. And these referred new hires tend to stay around longer.
Consider setting up a program that rewards your staff for sending you people you actually hire. That could be a monetary bonus or some extra days off, and you can tier the rewards based on how long the referred hire stays with your company.
5. You Ask All the Wrong Questions in the Interview
You detest hiring interviews. They take up time from your busy schedule, and you never know what to ask. You don’t even have time to review the resumes before you sit down in front of a candidate. So, essentially, you end up choosing your next hire based on a crappy interview where you failed to actually get to know the candidate and their ability to fit in with your company.
This is easily remedied. Start by at least scanning each resume before you interview them so that you have a sense of what that candidate’s strong suits for your company might be. While there are tons of typically asked interview questions, simply focus on what you want to know: how can this person be an asset to this company? Are they excited about the prospect of contributing to what you’re doing there? What’s their work ethic?
Don’t be afraid to go off of the script if another question pops in your head. Keep the candidate talking, since you can glean a lot when you just let them talk. If you’re serious about finding candidates that fit your company ethos and help you grow your business, invest the time it takes to attract the right ones.