3 Harmful Hiring Mistakes To Avoid

Hiring is an art form all by itself, because whenever you bring people onto your team, the investment you place in them in order to help them onboard, grow, and use the trained skills you provide them for the aims of your business are worthwhile. This is why, of course, military enlistment is offered via contracts with fixed dates that must be met – the armed forces want to know that millions of dollars worth of training and equipment is going to be well used.

While hiring people for your business is hardly similar or as restrictive as this (we cannot force people to be at our firm or any other), we still need to use the right judgment to ensure the people we train are worth training in the first place.

But how can you know the right decision when every candidate is on their best behavior looking for your particular job? It’s hard to gauge, and so instead of telling you what to do exactly, we’ll tell you some mistakes to avoid:

Diversity Is Important, But Go About It The Right Way

It’s been proven that diverse teams of people tend to have the most creative ideas and perform better than non-diverse teams. But it’s a little insulting and reductive (at best) to simply hire someone because of their cultural background or gender and nothing else. This is why it’s essential to make sure you take some steps to minimze bias, like removing the gender, ethnicity and name from each resume before you review them. This can help you ensure everyone gets a fair shake, and as such, your team will be comprised of talented individuals from all walks of life.

Avoid Eschewing Hiring Assessments

A sales team hiring assessment is a measure undertaken to make certain your candidate is the right fit for the job. They assess your candidate on a range of criteria including qualifications, past work history, and even more than this, tailored to your specific needs. This can be a great means of weeding out prospective candidates that simply won’t match as appropriately as required, saving you plenty of time during your process. This means that every potential interview is going to be with someone who could actually do well at the job if given the chance.

Skimping On The Pre-Recruitment Tests

The means by which you organize your hiring process will determine how suitable the final choice is, and this can happen in many ways. Sure, you might not need the stringent psychometric testing that the military requires, for instance, but you may find value in mock projects, in paid tests for subcontracted workers to make sure they can conform to your workflow, and of course, being able to talk with your potential employee outside of a usual office environment (especially for essential roles) so that you get a gauge of the personality you may be subsuming into your firm. All of this makes a profound difference to your overall result.

With this advice, you’re sure to avoid the worst hiring mistakes going forward.