Hiring personnel is a fundamental pillar that can help you grow your company or hold back its level of success.
Today, hiring personnel is a challenge for companies. In fact, 63% of hiring managers state that talent shortage is their biggest problem, according to LinkedIn. This has multiple causes, such as: changes in employee expectations driven by new generations, COVID-19, a lack of soft and digital skills, among others.
In addition to the talent shortage, throughout my professional career I have identified 5 common mistakes that some managers make when hiring, so that you can avoid them and secure qualified personnel. These are the following:
1. Creating an incorrect job profile
The foundation of strategic human resource management is having job descriptions aligned with reality, from which the job profile emerges to help us when hiring personnel. If we create an incorrect job profile, two outcomes can occur: 1) Hiring the wrong person, or 2) Never finding the right person for the role.
2. Unconscious bias in the interview that can lead to a bad hire
According to Asana, unconscious biases are assumptions, beliefs, or attitudes we have acquired but are not necessarily aware of. For example: thinking a person is too young or too old for the vacancy without evaluating their experience and knowledge. There is the beauty bias, the affinity bias, and another quite common bias is this: if the person graduated from X university, they are the right one. To avoid unconscious biases in interviews, you can carry out training to identify and avoid them, as well as run a comprehensive selection process with stages that allow you to assess the candidate's competencies.
3. Hiring in extreme haste
A very famous saying goes: hire slowly and fire quickly, and it is true. It is important to meet the established hiring timelines; however, if for some reason the ideal candidates have not been found, it is better to take the time to make the right hire from the start. Due to urgency, many leaders end up hiring the wrong person, and over time that person ends up resigning or fails to deliver the expected results, which entails costs for the company.
4. Hiring based on the interview alone
The interview is one of the most effective tools for hiring if you know how to conduct it; however, a comprehensive analysis of the candidate must be done through a staged process according to the role the company needs, that is, operational, administrative, middle management, or executive positions.
5. Failing to carry out proper onboarding
If you have a good selection process but lack a structured and adequate onboarding process, the person may resign within their first few months in the role. An interesting fact, reported by Gamelearn, is that a good onboarding process improves the retention rate of new employees by 82% and their productivity by more than 70%.
I hope you can avoid these mistakes in your next selection processes and build a team focused on results and on the company culture.
