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For Your Small Business David Finkel October 31, 2023

8 Common Pitfalls When Finding a New Hire

Finding a new hire can be one of the most difficult things to do for a small-business owner, particularly the first half a dozen times you go through the process. If done incorrectly, you will not only lose time and money, but it can also really slow down your growth trajectory overall.

If done correctly, you can reach your goals faster and free up your time to do more high-level tasks to help your business move forward. This is why learning how to hire a new team member is such a crucial part of your business leadership training. So today let's delve into some of the common pitfalls encountered in the hiring process and how to avoid them.

1. Vague job descriptions

Before starting the hiring process, you want to ensure your job description is crystal clear. Vague job descriptions can mislead potential candidates, attract the wrong kind of applicants, and lead you to make a poor hiring decision. Before posting anything online, make sure to outline roles, responsibilities, expectations, and the necessary qualifications in precise terms.

2. Skipping the research phase

Researching the role you are hiring for, the industry, and the current job market is paramount. Skipping this phase can result in unrealistic expectations or misalignment between the role and your requirements. Study the market trends and salary ranges to set appropriate expectations.

3. Hasty interviews

Rushing through interviews can lead to hiring someone who might not be the best fit. Take your time during the interview process and get to know the candidates. Prepare well-structured, targeted questions that revolve around the essential skills and qualities required for the role. Dive deep into the candidate's experiences to gauge their suitability and ask for real-life examples of times that they had to put their skills and problem-solving to the test.

4. Ignoring cultural fit

A candidate's skills and experiences should match your organizational culture. Neglecting this crucial aspect might result in a new hire feeling like a misfit, eventually leading to turnover. Evaluate not only their qualifications but also their values, work style, and attitudes toward teamwork and collaboration.

5. Rushing the decision

Hiring in haste can have dire consequences. Take the necessary time to evaluate and compare candidates. Rushing the decision might result in overlooking red flags or not considering the long-term implications of hiring a particular individual. So take your time, but be mindful of the candidate's time as well. Keep them in the loop every step of the way.

6. Neglecting candidate experience

Every candidate who applies to your organization deserves respect and proper communication. Neglecting candidate experiences can tarnish your company's reputation and deter potential future candidates. Keep all candidates informed about their status in the hiring process and provide constructive feedback.

7. Failing to promote diversity

Diversity brings innovation and different perspectives to your organization. Failing to actively promote and incorporate diversity in your hiring process might result in a homogeneous team lacking creativity and variety of thought. So don't be afraid to consider candidates who differ from you or the rest of your team.

8. Not learning from past mistakes

Every hiring experience should be a learning experience. After each hiring round, assess what went well and what didn't. Implement necessary changes and improvements to enhance your hiring strategy continually.

Navigating the hiring process successfully requires a clear course, ample research, patience, and a keen eye for details. Avoiding the eight common pitfalls will ensure you find the right candidate who not only fits the role but also aligns with your organization's values and goals. Good luck!

Connect with an Old National Small Business Banker for more insights to help your business grow.

This article was written by David Finkel from Inc. and was legally licensed through the DiveMarketplace by Industry Dive. Please direct all licensing questions to legal@industrydive.com.

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