An Easy Hiring Mistake To Fix

Q. Are there common mistakes companies make when hiring that could be easily avoided?

 The most common mistakes are a manifestation of the most common problems with hiring. The biggest problem with hiring is that few companies invest in training their managers on how to hire. Since many managers are not trained, mistakes abound. If more companies would train their employees on how to properly hire, most of the common mistakes would go away.

A few years back we actually conducted a research project to identify the 10 biggest hiring mistakes companies make when hiring. You can download the project from our website under the Hiring Manager menu item ( Surprisingly, when a company deals with the first mistake many of the others are positively impacted. Focusing on training your people and fixing the first mistake will have a dramatic impact on your hiring.

The number one mistake companies make is that they don't properly define the job. In fact, the traditional job descriptions used by many companies are worthless for hiring and cause more harm than good.

If you dissect most company's job descriptions they really define a person and not the job. For example, most job descriptions list traits of a person. We want a minimum of  X years of experience, minimum education, a list of the minimum skills the person must have, then the ever expanding list of meaningless traits, team player, strong thinker, thought leader, change agent, assertive, and of course good communication skills. Granted, the minimum duties and tasks the person is expected to perform will also be listed. Does this sound familiar? If you answered, “Yes” then look closely. Not only does this define a person, but what level of person do most job descriptions define? The minimum qualified person. When you advertise for the least qualified that is what you get.

Instead of defining the least qualified person, start defining success in the job and then go and find a person that can deliver that success. For example, for a customer service manager, the real job and success in the role might be to improve customer satisfaction scores from X to Y or to ensure X% of customer issues are solved on the first call. This is the real job and what defines success in the role. Now go out and find a person that can explain to you in the interview how they would go about doing this. When you find one that can do these things, they have the right experience, the right skills, the right education and the right number of years of experience or they wouldn't be able to accomplish these things.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You're NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE  Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your comments and feedback.

Brad Remillard


About the Author

Brad Remillard is a founding Partner of IMPACT Hiring Solutions, co-author of "You're NOT the Person I Hired", and "This is NOT the Position I Accepted". Brad is an award-winning international speaker, retained executive recruiter, and expert on hiring and retaining top talent, and executive job search.

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