Below is our guide to overcoming questions on avoiding common hiring mistakes. To best understand this topic, use the written section below alongside the video insights from our co-founders Geoff Balmer and David Landau
Please find the video transcript available at the bottom of the page.
Putting the time, effort, and care into your hiring process to ensure that it all runs smoothly is crucial, as otherwise it's all too easy for things to be overlooked or forgotten. Your hiring process can be a great tool to attract candidates to your company, but this won’t happen if you have a hiring process that detracts from your company’s brand.
The key is to be prepared and to focus on creating an easy and effective experience for the candidate. A bad experience can reflect poorly on your company and potentially put other candidates off from applying.
We’ve put together a list of the top hiring mistakes we tend to see, and shared some insights into how you can avoid them.
In summary, avoiding these common hiring mistakes and turning them into positives can help you to create a successful candidate experience. A well thought out hiring process will also help to retain employees and attract top talent in the future. Most of all, you’ll be able to find the right fit for your company almost every time.
Looking for more interview advice? You can take a look at our other Hiring Manager resources here.
If you'd like more hiring advice and resources, take a look at our toolkit, or the other topics below.
Geoff: This video is all about common hiring mistakes.
David: Timing is absolutely critical. If you're quick through the interview process, it sends out a really positive message to the candidate that you're serious about business. Similarly, if it takes too long, then it can send out very negative messages.
Geoff: The longer your time takes to fill a role, the more uncertain a candidate can feel about the role. So, as an employer, if you're trying to secure the best candidate you can, you need to have a very sleek process in place.
David: Another mistake is when interviewers don't prepare adequately. Often, there can be too many stakeholders involved in the process which means that perhaps people aren't aligned and have different ideas as to what they actually want out of a suitable candidate for that role. It's really important prior to actually meeting candidates that you've taken out the time to sit down with all the stakeholders involved in the process and work out exactly what the role is and what the competencies required are to make a success of the position.
Geoff: And then, finally, a lot of interviewers, scarily enough, haven't always read the resume. So, by being a bit more prepared, it sends much better signals to the candidates. And if you're trying to compete for a really in-demand candidate, you need to make sure you have all these things right. Asking the wrong type of questions can be a fatal mistake.
David: Maybe ask behavioral questions. So, "Demonstrate what you have done in the past." Very widely accepted in recruitment that past behavior is a very good indicator of future behavior. So, work out that competencies that are required and devise the appropriate questions around those past behaviors.
Geoff: It's really important in today's world to represent the roles really accurately and, as a recruiter, we often spend a lot of time making sure we represent the roles accurately.
David: If you undersell a role then, obviously, the candidate isn't going to be as interested as you might hope when they leave the room. Equally, if you were to oversell the position and then the candidate starts and it's nothing like what they expected, that's gonna cause you big problems down the line as well.
Geoff; It's really important, especially if it's a panel of people interviewing or multiple interviews, that you're all singing off the same hymn sheet and you're representing the role in a really accurate manner.
David: Another mistake is a hiring manager not actually listening to the answers. There's a list of questions that they might think, "Oh, I've got to get through all of these in the next hour," and so, you rattle through the questions and you don't actually listen and probe into the answers. That said, that's a very key point that you need to take on board.