When you’re doing something as a human being, sooner or later the chances are you’re going to make a mistake. However, some mistakes can be costlier than others. Forgetting to take a pen to work is not necessarily the worst mistake in the world. Making a mistake when hiring someone to work at a company can be.
The more you’re aware of the issues, the more mindful you can be when it comes to making sure you minimize the risk of these mistakes happening to you. That’s why today we’re going to explore the 10 most common mistakes HR managers make when recruiting people, thus giving you everything you need to know to avoid them!
1 | NOT CREATING A SAFE ENVIRONMENT
Most candidates will be nervous when they come in to interview, and having a busy office where people are coming in and out and asking questions or the phone keeps ringing is only going to them more nervous, and they ultimately won’t perform to their best. Use a safe and quiet space where you won’t be disturbed.
2 | NOT COMING PREPARED
“Before you head into an interview, always make sure you read through the job description and all your notes to make sure you’re clued up on everything that the candidate might ask you. There’s nothing more unprofessional than a poorly informed interviewer,” shares Paul Benson, an HRIS manager at WriteMYX and Next Coursework.
3 | DON’T JUDGE QUICKLY
A really common mistake recruitment managers make is that they judge the people they’re interviewing based on the first couple of questions they ask or within the first few minutes. This is very problematic, because things like nerves can get in the way, and making judgments early means you may miss out on the best person for the job.
4 | NOT USING A STRUCTURED INTERVIEW FORMAT
It should go without saying that a structured interview will run far more efficiently than an unstructured meeting that you’re just playing by ear. Without having structure, you also cannot remain consistent throughout your interviews, meaning you won’t be able to see who’s the best candidate accurately.
5 | IT’S NOT ABOUT TIMING
If you’ve set aside 40 minutes for an interview, but someone finishes in 25, just because they’re faster, that doesn’t mean the interview was better or that they’re better for the role. Make sure you’re making a decision based on the person, rather than how long the interview takes.
“While efficiency is a perk/trait you might be looking for, getting the interview done in record time is not the best indicator of that. Ideally, interviews should take as long or as short as they need to ensure you have the information you need to make the right decisions” explains Lisa Turner, an employee manager for 1Day2Write and Brit Student.
6 | NOT QUESTION THE CANDIDATES’ VALUES AND BELIEFS
When you’re hiring someone, it’s important to remember you’re not just hiring someone for their skills but also because of their personality and beliefs. It’s important you question in this area because you need to find someone who’s right and fits in with your existing company culture.
7 | NOT KEEPING QUESTIONS OPEN ENDED
If you’re asking direct questions, such as, “It looks like you did this job well in your own firm, didn’t you?”, this is not an open question, but instead, a leading question that limits the response your candidate can give. Instead, make sure you’re keeping things open so you can see where they go.
8 | A COMPLETE LACK OF SELF-AWARENESS
How can you accurately ask someone what their strengths and weaknesses are and know how to proceed if you don’t even know about yourself? Whatever questions you’re asking your candidates, you need to make sure you’re understanding the answers properly and therefore should be able to answer them yourself.
9 | NOT CONSIDERING BODY LANGUAGE
Body language makes up a vast part of what communication is, so if you’re only listening to the candidate’s answers and the content of their answers, rather than taking them all in based on the entire experience they’re giving you, the chances are you’re going to make a decision you’ll regret.
10 | ALWAYS COMPARING PEOPLE
It’s absolutely vital you make sure you’re not comparing candidates between one another, but you’re instead comparing them to the job description to see who is the best fit for the job. This isn’t a competition, and one of the biggest mistakes you can make is treating it like one.
Monique Mahler is the VP, Marketing at interviewstream. She is an avid researcher of facts, a self proclaimed marketing geek, and an equestrian in her spare time.