Hiring Smart; How to Avoid the Top Ten Mistakes

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6. Unstructured interviews

Many hiring managers lack appropriate training to lead a structured interview—one centered on determining whether the candidate possesses the critical elements for success in the position. But a poor interview is better than no interview at all, right? In fact, the likelihood of hiring the best candidate after a round of bad interviews increases by less than 2%!

Interviewers must know what skills and behaviors they are looking for, and they must know how to find them in candidates. Asking the right questions is critical. Stick to specific and focused questions about the skills, experience, and traits being sought. Questions should be open-ended so candidates can provide examples of past accomplishments and behavior.

7. Inadequate reference checks

Ever notice how most resumes say “references available upon request?” Many companies don’t require such checks as a condition of employment. And yet past accomplishment is one of the truest indicators of future performance.

To get needed information when checking references, hiring managers should ask the following types of probing questions:

• Situational questions, which focus on the candidate’s ability to perform well on the job
• Relational questions, which reveal how a candidate handles interpersonal situations
• Behavioral questions, which provide examples of behaviors that a candidate has demonstrated

Like the structured interview, reference checks should be carefully planned. The open-ended questions asked should confirm impressions and information the candidate provided during the interview.

8. Decision making process is either too short or too long

Both extremes yield poor results. Some companies make hasty decisions based on superficial information, or worse yet, gut instincts. Other companies run candidates through exhaustive interviewing and testing schedules, but when it’s time to hire, they hesitate too long and lose good people.

Either of these problems can be solved by establishing a defined decision-making process—one that includes a reasonable timeframe. If you reach the end of the timeframe with no suitable candidates in mind, let the applicants know they were not selected. A little honesty goes a long way. Stringing candidates along only to cut them lose in the end will only damage your reputation. A strong candidate should create a compelling urge to make a job offer within a reasonable amount of time.

9. Selections made without input from your team

In the words of a famous poet, no man is an island. In the workplace, potential new hires interact with a number of people in the organization. Neglecting to include critical team members in the hiring process can result in a bad hire and unnecessary disruption to workplace balance.

Depending on the position for which you are recruiting, each of the following groups may have a role in the selection process:

• Co-workers and subordinates within the department
• Co-workers and managers in associated departments
• Members of executive management

The more your employees are involved, the greater the chance that the new hire will be a good fit.

10. Unclear expectations and weak orientations

You’ve welcomed aboard the successful candidate, but if the job isn’t what the person expected, chances are he or she won’t remain your employee for long. Make sure the new person has a thorough understanding of his or her responsibilities. And be sure to explain how performance is measured.

Good first impressions are critical, which is why employee orientations are so important. An employee who doesn’t feel like he or she is a part of the organization will probably leave. That’s why an effective orientation process is a gradual one. It aims to provide specific information at appropriate points on the job learning curve, including:

• Basic facts (e.g., dress code, break times, timesheet instructions)
• Introduction to the corporate culture
• Big picture issues (e.g., company goals, company challenges)
• Responsibilities and rewards

Perseverance is the Key

If you recognize hiring mistakes you may currently be making, you’ve taken that important first step. It’s time now to work on correcting each mistake one at a time. It may take more than a little effort to fix the process, but ultimately, you’ll see the results in the form of a well-functioning, higher performing and more stable company. And in today’s competitive chemical industry, there’s no better investment you can make.

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