a meditation on productivity

Don’t Make These Three Hiring Mistakes!

Though it may appear to be a lot about pens being tapped on the desks of poker-faced judges who raise eyebrows at brief bouts of employment, hiring is so much more. It certainly isn’t easy for the men and women who are in charge of recruiting and vetting incoming personnel–you. As hiring managers, you are partly responsible for the cohesiveness of the staff and diversity in the workplace in addition to cherry-picking the kind of talent the collective personnel will hold. It’s a big job, indeed.

Huffington Post writer and entrepreneur John Rampton recently compiled a cautionary article entitled “When Hiring, What Problems Should I Avoid?”. John connected with Startup Grind chapters across the globe to interview eight founders about their hiring strategies. Based on those responses plus additional data, here are the hiring issues you’ll want to avoid.

Choosing Talent Over Personality
One of John’s respondents discussed the disadvantages of selecting new people on the basis of talent alone. Of course, it’s important to choose applicants that can meet the professional or creative requirements of the job. However, their skill-set shouldn’t be the only characteristic you vet them for. Applicant personality also determines how well they’ll work with others, how they problem-solve, and their likelihood to abandon the company the moment they’re offered a big salary by a competitor. Aim for applicants that meet the talent quota but also deliver a personality that will play well with others.

Rushing the Process
Many things can be done effectively with speed. Hiring isn’t one of them. Making good choices about the people who will represent the company and drive it’s future cannot be done hastily. One of John’s interviewees claims you run the risk of hiring second-rate personnel because you are rushing. Never fill a slot out of desperation. Taking the time to contemplate the fit of a new hire can spare you a great deal of heartache and having to redo the whole process six months down the line because of incompatibility. Having adequate technological software such as an applicant tracking system can help save you time by narrowing down individuals who meet the needs of the company. Your discerning eye can do the rest.

Failing to Forecast
This hiring mistake can piggyback off the previous one: not anticipating company needs may cause you to make impulsive and hasty recruiting decisions. Understanding where the organization currently is and where it’s headed can add value to your new-hire selections. Before recruiting new members to your team, consider how applicants may meet existing needs but also their potential for fulfilling future needs. Otherwise, you could end up having to hire double the staff over the long haul.

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