Don?t Make These Hiring Mistakes in 2014
If you are looking for some great Holiday news, we have it! According to the BLS, we have now hit 3 years of positive employment growth! We have been running between 150,000 to 200,000 additions a month. Which means, most, if not all of us, are now posting jobs. As a result, it may be a great time to go over the top 5 hiring mistakes to consider, to be sure you make quality hires in the coming year.
Overselling the Brand and Culture
One of the biggest mistakes is to oversell the employment brand during the hiring process. This can start with the pictures on the websites, the language and tone used, and how the recruiters describe the work environment and culture. This is a great time to go and look at your employee comments on social media and/or Glassdoor. For instance Walmart has a score of 2.9, with the lowest being Culture and Values and their highest score is for career opportunities. And Walmart is playing it right, when you look at its advertising, the focus is on career opportunities. Think about your company and what it’s true strengths are – and whether the employer value proposition (EVP) that is being used matches up with that.
Not Managing the Interview Process
We have had three years of pretty good hiring, preceded by the recession. Just from a numbers perspective, you likely have managers in your ranks that either have never hired someone and/or have not done it a lot. Consider doing some quick reviews with management on:
- How they should prepare for an interview
- What questions to ask and interview mistakes
- How to set expectations with the candidates
Unemployment rate for those with college degrees is less than 4 percent which means your candidate likely has more irons in the fire. So neither you nor your candidate can afford for a long, drawn out, unclear process. So unless you are Google, you may not be entertaining a 13 step interview process. So review your overall process, and think about it from a candidate perspective – is it fair and definable?
Once you have your managers prepared and the process well defined, you are well on your way to making a fantastic candidate experience.
Not Doing Background Checks
I really wish this wasn’t the case, but many, many people fib, stretch the truth, and lie on the resume and application. In fact, some research says that more than 50 percent of resumes have lies on them. I am going to be Pollyanna, and hope that number is referencing any error (like the person wrote down the wrong month for graduation but right year). But let’s assume the research is off by 50 percent in which case 1 out of 4 resumes have a major issue you need to know about.
Keep in mind, this is not only about trust, but it is also about getting the right skills for the job. If a person lied about their experience, not only did he or she lie – but he or she also doesn’t have the experience needed to perform affectively for the job.
Having the Warm Body Syndrome
The beginnings of the skilled labor shortage is starting to rear its head, as some positions are starting to becoming harder and harder to fill. These jobs range from software developer, to truck driver, to welder. As a result, you and your hiring manager may be in a situation that we haven’t seen since the early 2000’s – which is job where you can’t find the right person. Work with your manager to understand that it is worth not hiring somebody that they know wouldn’t be a good fit, as likely the person will turn quickly, and the company will lose the investment on training, rehiring, etc. Instead, offer the manager the ability to use a temporary agency in the interim to get the work done.
Lack of an Onboarding Process
First of all, ask yourself to define your on boarding program. How much do you invest in the person? Do you invest more in the person than the cost was to hire them? Would it surprise you to know that 35 percent of companies spend zero on onboarding?
But this is a challenge as a recruiting professional, as mistakes 1 through 4 are in your scope of responsibility, whereas number 5 is likely not under your direct control. But it is under your indirect control by using influence.
There are some great resources on new hiring training out there, but that feels like a whole new blog article. Let’s just start with making sure you have an on boarding program that you would like to go through personally. If not, then you probably have an issue worth exploring.
Ignoring the Numbers
The biggest issue in hiring is new hire turnover. The country-wide average is around 25 percent, which I think is way too high. The metric I would suggest is that if the turnover for people in the first year is higher than 3X the overall company average – then you have a problem. Why three times? It means that the turnover experience is higher than at least 1 deviation from the company average. Do you have any hiring mistakes to add? Please share in the comments below!