5 Common Hiring Mistakes To Avoid

5 Common Hiring Mistakes To Avoid

Hiring is a complex and often stressful process with long-lasting consequences for the company. As time and resources are limited, it is only natural to unknowingly resort to methods that seem to be the most commonly used. However, these won’t necessarily achieve the end goal of hiring your company’s newest star performer.

In order to find the right candidates for your organisation, there are some common hiring mistakes to avoid. Here is our advice on how to avoid falling into these common traps when hiring.

Failing to review the job description

A lack of preparation is an easily avoided yet common hiring mistake. Adequate preparation for hiring begins with collaborating with the manager to ensure that the job description is comprehensive and up-to-date. It should contain key information such as the role’s main responsibilities, what the role entails on a daily to monthly basis, and any essential skills, degrees, or experience.

Once you have updated the job description, it’s time to discern the characteristics that successful candidates should possess. For example, is the perfect fit for the job someone who thrives working in a team or an autonomous worker? Are you looking for someone who is laidback and flexible, or someone who is more analytical? While these traits can be difficult to gather from a written application, they can be identified at a later stage during the interview process.

Casting a narrow net

We’re all familiar with the phrase ‘Insanity is doing the same thing over and over again, but expecting different results’. This is relevant to posting job advertisements; if you keep advertising in the same places, you will receive the same candidates time and time again. In today’s job market, sourcing is a complex task which requires recruiters to utilise multiple channels. 

Don’t make the common hiring mistake of posting solely on job boards; use social media platforms such as Facebook, Twitter and LinkedIn to drive traffic. Internal referral schemes and personal networks are also valuable ways of casting a wide net. When it comes to hiring, having more choice and selecting from a wide applicant pool provides the opportunity to diversify your staff with a broader range of skills and experiences. 

Skipping the phone interview stage

A common hiring mistake is skipping the phone interview stage. There is only so much information that you can gather from a resume, which is why the phone interview is a useful yet underrated tool. A simple ten-minute phone interview allows the recruiter to gather critical information that may not have been included in the resume.

A phone interview also allows recruiters to make the most of face-to-face interview time spent with each candidate. It is even a method of discerning whether candidates are no longer available or interested in the position, which is always a possibility if the recruitment stage spans weeks or months. 

Hiring solely based on the interview performance

While the face-to-face interview is a crucial stage in recruitment, don’t let a candidate’s interview performance overshadow their qualifications and skills. A common hiring mistake is being dazzled by a confident candidate’s impressive interview, and forgetting that interview performance is only one criterion. 

Job interviews are daunting for both the interviewee and the interviewer, as you are only given a small window to make a decision with long-lasting consequences. Therefore, the interviewer should see it as their task to put the interviewee at ease in order to see their true personality. It is important to remember that some candidates may struggle with interviews but ultimately be a better fit for the role. Thus, don’t place too much importance on interview performance and overlook other candidates who may be more suitable.

Hiring solely based on how the candidate will ‘fit in’

A common hiring mistake is hiring based on how the candidate will fit into the company. While this should be taken into account, it shouldn’t be a significant deciding factor in recruitment. Don’t harbour reservations about a particular candidate because you are unsure if they will fit in with the rest of the team, whether this is because they are younger or older, a particular gender, or from a different educational background. Nowadays, it’s common knowledge that diversity gives companies a competitive edge, as it promotes new ways of thinking and helps solve problems from a different point of view.

For objective and trustworthy recruitment, work with Allstar Recruitment

At Allstar Recruitment, we pride ourselves on our objective and trustworthy recruitment. Our Perth recruitment agency possesses years of experience and knowledge in a range of sectors, from accounting and finance to sales and marketing. Our expert team is passionate about helping both clients and candidates find a solution that works best for them. To get in touch with Perth’s leading recruitment agency, contact Allstar Recruitment on 1300 4 STAFF (1300 478 233) or on our contact us page