The biggest mistakes organisations make in their hiring processes

All organisations have hiring challenges that are unique to them and their needs but there are common issues that run through the recruitment process. While not being able to find suitable talent or losing candidates to competitors may seem minor, they will make a big difference and can often be traced back to solvable problems. Here are a few of the mistakes we regularly come across.

No clear idea of non-negotiables

It’s easy – but not advisable – to approach an interview with a dream candidate in mind. Having an idea of a candidate's suitability before the interview is one thing, but you will only find out more about their skill sets by sitting down with them. Where you can be more prescriptive, however, is with what you are and are not willing to compromise on.

For example, in a more technical role, compromising on the skills required won’t be an option. But there may be wiggle room in the experience or seniority, especially if that allows for negotiations on salary. Perhaps you were initially looking for a senior candidate with three to five years of experience in a role, but you have come across an applicant who has two years under their belt and is enthusiastic about progressing.

Although the more junior candidate may require a little more time or training initially, you will benefit in the long run from an engaged employee who is willing to learn. They are also more likely to stay in the position longer, if given the chance to take the next step in their career.

Hiring for the short term

Even with the help of a recruitment partner, the process of hiring a new employee takes time and energy, so before you even begin, it’s worth checking that the hire really is the right next step for your organisation.

Lots of workplaces tend to hire for the short term, which is understandable, particularly if you are looking to replace a key member of staff quickly. However, rather than simply putting bums on seats, you need to ensure that your new hire will fit in with your wider strategy. Hiring takes thought, foresight and knowing where your organisation is heading in the longer term. Think about where you aim to be in the next five years and check that this person will help you to get there. If you know that a department will be expanding, or an area of the business is specialising, ensure to hire accordingly.

Speak to members of your team and the wider business and find out where they most need support or where there may be gaps in knowledge. Instead of hiring taking place in a bubble, you want talent that will support your overall goals.

And that talent might be right under your nose. Consider the abilities of your current employees; does someone have the necessary skills for the role or could they undertake some training that would help them take the next step in their career, thus making them feel valued by the organisation? Instead of pigeonholing people and making them stick rigidly to their job trajectory, be creative and allow your employees to work to their strengths. You may even be able to save money by offering a promotion instead of hiring someone new, and then focus on developing other areas of the business.

Not considering the candidate experience

If a candidate has made it to interview, they may not necessarily be the perfect fit for the role, but they are sure to possess at least some of the attributes or experience required. So even if they are not successful this time around, they could be a potential candidate in the future. With this in mind, it’s crucial to take into account the candidate’s experience of your hiring process.

Consider how you are selling your workplace to that candidate – after all, they need to pick you too! Put yourself in their shoes and see if your organisation is somewhere appealing to work. Are you speaking enough about your great company culture, attractive perks and opportunities for progression?

Also, think about the impression that you are giving, is your hiring process efficient and transparent or are candidates having to wait weeks to hear anything back? Make sure that you are maintaining strong levels of communication throughout, giving candidates a time frame – even if it’s vague – on when they will hear back, and sending a follow-up email after the interview, whether they’re successful or not.

The more that you can do to make the process quicker, smoother and more pleasant will not only improve the likelihood of your chosen candidate taking the job before being scooped up by a competitor or may mean that the candidate will be open to future job offers. There is no value in burning bridges.

Hiring without figuring out why the last person left

There are numerous reasons why someone might leave an organisation, not all of which will relate to the quality of their former position. For example, they may want a career break or a change of direction. But when an employee does leave, it provides you with an opportunity as an employer to take a step back and consider if there were any more pertinent reasons behind their departure. When you have staff turnover in your organisation, it is essential to the health of your company to find out why.

Did they leave because they were mismanaged? Or because the workload was too high? An exit interview is a good mechanism to discern this information, as is speaking to the wider team to see if any warning signs were noticed. Simply placing a new candidate in the role without carrying out this exercise won’t fix any of the underlying problems that may exist and may result in the same outcome.

Ultimately, as an employer or hiring manager, it is in your interest to ensure that your hiring process is running optimally and that you are bringing on the candidates who are best placed to assist your organisation in continuing to grow and prosper.

Hiring can be stressful, which is where a recruitment partner can help, working to reduce the pressure, ensuring that you aren’t falling into hiring pitfalls and solving your specific talent needs. Get in touch with our team of experts to find out more.