On average, hiring a new employee requires four hours of face to face meetings and at best, an hour or two of testing, paperwork, contacting references, and running background checks. Bringing on new employees costs time and money and can be a huge setback if they turn out to be a problem for the company.

Interviewing and hiring is one of the biggest risks a company faces, it is a good idea to get it right the first time. Toward the end learn from experienced hiring authorities about how to design an effective hiring process, understand that luck plays a role, no matter how good crafted the plan and recognize these most common pitfalls.

Figure 1 source

Vague Idea about the Position to be filled:

Having a clear idea of the specific duties, skills, and competencies the job requires is critical. John Smith from QTO Estimating company says, “when reviewing resumes, you must be careful to discern the difference between years of experience and actual competency”. Ten years of experience does not mean that the candidate is right for the job if, for example, they have done the same job at several different companies. So rather than looking at years one should focus on actual job functions and find a candidate with solid experience or someone who has the potential to do the job well.

False Expectations:

Everyone wants to hire a super mature person for the lowest possible salary. Obviously, that’s not realistic. As a matter of fact, there is never one ideal candidate so going into a long selection loop, trying to find that special person, is a huge mistake.

You need to be realistic and true about what the market will bear. This usually means interviewing just enough candidates to get a feel for what is available and at what salary. Currently, the number of qualified candidates is lower than it was even two years ago, which probably indicates an improving economy. With better candidates keep in mind that other companies are looking at them as well.

Weak Speaking/Interviewing Techniques

It is important not to simply go with your gut. While instinct plays a role, it is important to be consistent. Write down your list of questions and ask every candidate the same questions. Record the answers and compare all the candidates and their responses.

Avoid random questions. Instead, get down to specific that generate information that is easy to weight from one candidate to the next.

Long-Awaited Decision

When the hiring process takes too long, good candidates slip away and you loop inept at filling the position. For example, one hiring authority spent a significant amount of time and energy interviewing candidates for one position. By the time they make decisions from a list of 10 candidates, six months later all the top choices had been snapped up by other companies.

The shelf life of quality candidates is getting shorter every day. Once you get the process started, keep the ball moving as quickly as possible.

Firing a ‘Bad Fit’ Hire Later than sooner

Don’t give the new hire too much slack. When it becomes obvious that they are not right for the job, let them go. Many times, It is obvious in the first week that the candidate will not work out, and yet companies wait several months to do the firing, which is disruptive to business and undermines confidence in your ability to do your job. Your approach should be to hire carefully but quickly.

The Liar

The hiring team should watchful for people who seem to be unafraid of making things up in order to get what they want. If they have been able to lie their way into a job at your organization what is going to stop them from lying to friends and buyers.

The Passionless

Passionless people are pretty much like rocking chairs, they look like they are moving but they are not actually going anywhere. A passionless employee needs a lot of guidance and direction in their work. This will cost you even more time and energy at a cost.

The Ego

Confidence is good but ego is not. A personal too full of himself becomes pushy, aggressive, and is likely to become toxic to the whole team. There is also a chance that people with their egos will reject advice and coaching, place themselves above all others, seeks individual success rather than that of the team.

The Negative

Pessimism and negative attitudes can hurt productivity and spread like a virus throughout the team. Employees can and should be critical, but if they only see the bad side of things and aren’t looking for solutions, they will only be creating barriers to their team success.

Conclusion

If you are hiring people for your business or corporation then you must have all the above things in your mind. Your team must be experienced who have the ability to hire the best people keeping in mind all the stakes and companies’ rankings. You must work for the best of your company and your buyers so that everyone should get benefits.